Introduction of tobacco online feature: With the deepening of industry reform, the comprehensive quality of grass-roots employees needs to be improved urgently, and how to effectively train grass-roots employees has become an unavoidable problem. Today, with the continuous innovation and practice of various reforms in enterprises, it has become the consensus of all employees to create a learning enterprise, and the comprehensive quality training of employees has also been highly valued by enterprises. How to improve the quality of grass-roots employees has become an unavoidable problem. At present, Dingxi Tobacco Grass-roots District (County) Bureau (Marketing Department) in Gansu Province faces several outstanding problems in carrying out effective training, which are mainly manifested as follows: First, the comprehensive education of employees is not high. Due to historical reasons, some middle-aged workers have low educational level and weak ability to accept new things. Second, in the training of grass-roots units, management pays more attention to knowledge and skills training, while ignoring life training. Pay attention to the professional quality training of employees and ignore the ideological and political education and training of employees. Third, the training system is not perfect. At present, enterprise training is limited to on-the-job training and emergency training, focusing on the current situation and based on short-term effects, without training from the perspective of developing employees' potential ability or adapting their own quality to the needs of enterprise development. Fourth, the training method is single and the training quality is not high. Judging from the current training situation of grass-roots district (county) bureaus (marketing departments), the training process and results are mostly reflected in reading textbooks, taking notes and examination papers. The overall quality of training teachers in grass-roots units is low, the training method is single, and the training effect is not ideal. In view of the above problems, this paper puts forward some thoughts for discussion with you. First, according to the age structure of employees and their own quality characteristics, various forms of skills training should be carried out, and education should not be across the board. At present, the employees of grass-roots district (county) bureaus (marketing departments) have different ages and educational levels, ranging from 25 to 45 years old, including undergraduate, junior college, technical secondary school, high school and junior high school. More commonly, they only forget words in their daily work. In daily work and training, we should respect history and not engage in one-size-fits-all academic qualifications. Encourage employees to pursue further studies on the job, and provide platforms and conditions for employees with learning interests and aspirations to continue their studies. Management departments should consider many factors, such as personnel, quality, position and so on, when making learning and training plans. , and from the combination of theory and practical experience for different positions to develop training plans and training objectives, as far as possible to ensure the quality and effect of each time. Second, improve the ideological and political quality of all employees, especially young employees, and strengthen the professional ethics of employees. In the training of grass-roots district (county) bureau (marketing department), management pays more attention to knowledge and skills training, but ignores life training. Daily training generally attaches importance to the training of employees' skills, such as skills, marketing skills, knowledge of laws and regulations, safety knowledge, etc. ; While neglecting the cultivation of workers' thinking, character, morality and ability to deal with people. Some people think that every word, deed, action and stop is the employee's own business, but it is not. The personal accomplishment and conversation of employees are actually the business card and image of an enterprise, and the most essential thing in corporate culture, which fundamentally determines the attitude, work quality and level of employees. European, American and Japanese enterprises attach great importance to employee training, which is called "attitude training". Through this kind of training, we can improve the morale of employees, cultivate their loyalty to the organization and cultivate their awareness and attitude. 1, strengthen the ideological and political training of workers, especially young workers. At present, the proportion of young and middle-aged employees in enterprises is increasing year by year, and the fresh blood absorbed every year is college degree or above, with relatively strong cultural quality. However, with the commodity economy flooding every corner of social life and the rapid development of material culture, many young people have problems such as vague ideals and beliefs, distorted value orientation, lack of social responsibility, weak spirit of hard struggle, poor concept of unity and cooperation, and poor psychological quality. How to solve these problems? As far as young workers are concerned, we should vigorously strengthen the cultivation of party spirit so that they will always adhere to the fundamental purpose of serving the people wholeheartedly. Through systematic study of the party's history and Marxist theory of party building, and through party spirit and party style education, we will constantly improve our ideological and political quality. The most important thing is to firmly establish the idea of serving the people wholeheartedly, be firm all your life, be ambitious and down-to-earth, and firmly establish a correct world outlook, outlook on life and values. Vigorously broaden our horizons and always stay in the forefront of the development of the times, reform, opening up and modernization. For young workers, it is particularly important to strengthen legal education, ideological and moral education and study in Scientific Outlook on Development. In the future training work, the management department should focus on strengthening the quality construction of employees, carry out a series of patriotic lectures and ideological and moral training, and effectively improve the ideological and political quality of employees, especially young employees. 2, in the ideological and political training of workers, emphasize "moral" training. As a person, we should talk about ethics, and as an industry, we should also talk about industry ethics. People are called "advanced animals" because of "virtue". The core concept of Dingxi tobacco enterprise culture is "honesty and dedication", which first emphasizes that morality is the first priority; Secondly, it emphasizes the contribution to the country and the return to society. The core concept of Dingxi tobacco enterprise culture has played a very good role in regulating the professional ethics of all employees. For workers engaged in the tobacco industry, to improve professional ethics, we must first abide by the creed of industry behavior: concentrate on doing things and be a low-key person. This fully reflects the professional work attitude and personal professionalism of the tobacco industry. Third, establish a scientific and long-term employee training system, and take training as an important part of employee welfare. The development of enterprises is the result of the joint efforts of many people, so staff training should also reflect hierarchy and staff. Most multinational companies in the world have established their own talent pool and training mechanism to make full preparations for the sustainable development of enterprises. All-staff training will play a vital role in the survival and development of enterprises. Therefore, enterprise managers must change their ideas and attach importance to employee training from a strategic perspective. The theory of Fidler, a famous American management scientist, tells us that the management level of an enterprise depends on the joint efforts of the leader and the led: the stronger the leader's ability, the clearer the tasks given to employees, and the more effective the guidance for employees; The stronger the ability of employees, the faster they will understand the intention of leaders and the higher their ability to realize self-management. However, if the enterprise only trains some employees, but ignores the training of all employees, it will make employees have deviations in concepts and knowledge, and communication obstacles will cause the strong to be stronger and the weak to be weaker. Therefore, enterprise leaders must change their ideas and establish a new concept of human resources: transforming enterprise training into an important part of enterprise welfare, not the welfare or reward of a few people or positions, but the training of all employees from leaders to ordinary employees. Four, the introduction of running water to the grass-roots district (county) bureau (marketing department) training, the establishment of "going out, bringing in" long-term training mechanism, to carry out effective training. First of all, establish a new training mechanism suitable for the current situation of grass-roots district (county) bureau (marketing department). The current grass-roots district (county) bureau (marketing department) has a shortcoming that the training content is almost the same every year. Every year, employees are repeatedly trained in daily laws and regulations, skills appraisal of various positions, safety knowledge and so on. However, the proportion of technical knowledge involved in employees' actual daily work is very small. The training teachers of grass-roots district (county) bureau (marketing department) are mostly management or middle-level cadres. The management of grass-roots units and the teaching experience of middle-level cadres are mostly accumulated by personal self-study and daily work experience. As a part-time training teacher, I have hardly received formal training in the industry in recent years, and neither the training methods nor the training experience can be mentioned in the same breath. Grass-roots district (county) bureau (marketing department) has no professionals to carry out relevant training, and it is also inadequate in professional training. Secondly, to improve the quality of employee training, we must update the training concept. We can't simply fix the basic training mode to reading textbooks, taking notes and papers. It is necessary to provide grassroots cadres and workers with opportunities to go out and see the outside world, so as to prevent cadres and workers from staying in their daily work for a long time, their thoughts are stagnant, they are complacent about their work, and they are complacent. Through the "going out" training mode, it is necessary to broaden the horizons of grass-roots workers, establish a new concept of participating in competition by their own ability, and fully realize the disadvantages of low quality to themselves and enterprises. Change passive participation training into active training, change spoon-feeding training mode and improve classroom training efficiency. In short, through multi-directional, all-round and diversified staff training, we should base ourselves on cadres and workers, strive to become talents, motivate ourselves to keep making progress, stimulate their enthusiasm and initiative in learning business, form a strong learning atmosphere of comparison, learning, catching up, helping and surpassing, and constantly improve the overall quality of employees.