1, improve employee loyalty, publicize corporate culture, and be the vanguard of enterprise reform. Newcomers don't quite agree with the corporate culture and are not familiar with the company, so the induction training is mainly to let employees build trust in the company. However, when enterprises are changing, training plays a propaganda role, letting everyone know the benefits of change and reducing the resistance to change.

2. Make the existing personnel meet the post requirements. Due to the limitations of recruitment, it is impossible to recruit all the people who meet the post requirements, so the insufficient part will be completed through training, and through a series of on-the-job training, the post adaptability and work efficiency of employees will be improved;

3. Cultivate reserve talents. This is based on the first and second items. With the development of the company, more and more talents are needed for key positions and management positions. External recruitment can only solve part of the problem. The growth of internal staff is the key. These people have high loyalty, are familiar with the enterprise, work fast and have high enthusiasm. However, it is necessary to inform these people that they may lack professional management knowledge and have insufficient overall view, which needs to be improved through training.

Generally speaking, training is a role for enterprises to train the right people in the right positions. As far as human resource management is concerned, it belongs to human resource development. It is a very important module in human resource management, and it is also a place where human resource practitioners can easily make achievements. But this is also a long step-by-step process, which requires the strong support and capital investment of the company boss.