Staff training is an important part and key function of human resources management and development, an important way to increase the value of human resources assets and an important way to improve the organizational efficiency of enterprises. It is also helpful to the employees themselves. CubicHR team developed a training example, hoping to help everyone. (1) The company has formulated the training plan for all departments of the company throughout the year, and determined the training topics that all departments need to carry out in one year. On the basis of centralized training, according to the existing skill level standards of employees, the training will be conducted at different levels. That is, learning the same content at the same level. Improve the training effect caused by uneven quality of personnel. (two) enrich the training content, information books, operation cases, technical transformation projects can be included in the training content. Change closed training into open training, encourage employees to participate in training, and adopt the way of teachers' on-site questioning and students' interaction to make the boring classroom lively. Initially, before the training, the supervisor communicated with the employees, who were "leaders" and put forward their own views and opinions during the training. After several times, employees began to put forward their own opinions and communicate with teachers. Employees are no longer just "attending classes". At the same time, everyone is eager to be noticed. Therefore, as long as you have a little experience in skill operation, you can become a teaching teacher where you think everyone can learn. It is no longer limited to trainers with excellent skills and good speech. Questionnaires are distributed after class to master employees' satisfaction with the teaching content. According to the questionnaire survey, the "Excellent Teaching Award" and "Best Question Award" were selected. Post and publish handouts and pay teachers' allowances. (3) At the end of the year, a skill competition will be held to assess the learning ability of employees. In the skill competition, according to the principle of attaching importance to the content of assessment, the theoretical assessment is 30% and the practical assessment is 70%, which increases the proportion of practical operation ability. And the results will also be used as the basis for assessing the skill level of employees in the coming year. Ranked by skill level, linked to the salary of employees. In addition, a reward and punishment mechanism is introduced to subsidize and publicize the award-winning employees. The last three employees who failed the exam will be punished in a certain proportion. At the same time, with the permission of the labor contract law and other relevant national laws and regulations, on-the-job training will be provided to the last employees, so as to reduce their skill level and salary. This promotes the enthusiasm of employees. (d) Form a learning atmosphere for all employees and change "passive learning" into "active learning". Stimulate internal learning motivation through training. Through the in-depth development of the activity of "creating a learning organization and striving to be a knowledge-based employee", employees have seen the power of knowledge. Knowledge can raise wages and meet the needs of people's survival and life. Knowledge can bring external honor, such as hiring technicians and senior technicians, increasing their welfare benefits and buying medical insurance. Open up a "learning garden", which is in the charge of the monitor, and organize class members to write the technical knowledge learned in the book into the "learning garden" every day, so that more people can participate in the study, and everyone's learning consciousness and enthusiasm will gradually improve with the continuous enrichment of learning content. The development of this activity has effectively promoted the continuous improvement of the quality of employees.