Reprint the following information for reference \x0d\ x0d \ How to do a good job in employee training \x0d\ 1. Do a good job in training demand analysis and define the training purpose \ x0d \ As an employee, what I want to know most is the present situation and future development of the company, what opportunities I have in the company, what I need to pay and what I will get. Therefore, the main purpose of employee training is to let them understand the enterprise, integrate into the enterprise as soon as possible, be competent for the work and produce performance, that is, accelerate the coordinated development between individuals and enterprises. By analyzing the training needs of employees, we can establish correct training objectives and adopt appropriate training methods. \x0d\2。 Making a detailed employee training plan \x0d\ is the baton of action. In order to make employee training in an orderly way, a detailed training plan must be made before training. When making employee training plan, we should focus on the following points: First, the problem of training teachers, how to train teachers is directly related to whether we can achieve good training results. In addition to the corresponding professional knowledge, training teachers must also know the corresponding training methods and skills, and they may not be able to say what they can do, so the choice of trainers is very important; Second, it is necessary to make arrangements for training venues. Not all training must be carried out indoors, and the corresponding training venues should be selected according to the training contents and methods. The third is to do a good job in logistics support arrangements. When an employee comes to the company, it is like adding a member to his family. Only by providing him with the necessary material security can he be warmly welcomed by his family. \x0d\3。 Set the training content reasonably \x0d\ Through employee training, the main purpose is to make employees familiar with the operation of the enterprise faster and know what they want to do. What to do to meet the requirements of the organization. Therefore, the content of employee training can be designed from the following aspects: First, arrange the introduction of the company's development history. This training is mainly to let employees know about the company's past, look forward to the company's future, and advocate the knowledge of corporate culture and ideas. This content is generally suitable for people in the company's leadership; Then the responsible comrades of the human resources department will introduce the rules and regulations, organizational structure and job requirements of the company to the new employees, so that the new employees can understand how they develop in the enterprise and what they need to prepare for their own development. How to do it is the expected behavior of the organization, which is conducive to helping new employees plan their careers; Secondly, the staff should be trained in values and the problems that should be paid attention to in the process of role transformation. Such courses can be trained by external trainers. As the saying goes, foreign monks can recite scriptures, and the cooperation between internal trainers and foreign trainers can improve the training level and mobilize the enthusiasm of students to participate. Then there is the training of job requirements and job skills, which is generally carried out by the person in charge of the employing department, mainly to let employees know what kind of work they want to do next and what preparations they need to make to do this job well. Reasonable training content design can make employees understand the requirements of enterprises and positions in a short time, with less confusion and more calmness. \x0d\4。 Training evaluation should run through the whole process of training. \x0d\ In the process of training implementation, in order to ensure the training effect and improve the training management level, enterprises should pay close attention to the training quality, especially track its effectiveness from the training objectives, and evaluate all aspects of employee training. Through the pre-training assessment, we can ensure the scientific confirmation of training needs and the reasonable connection between training plans and actual needs; It is helpful to realize the rational allocation of training resources; Ensure the scientific measurement of training effect; Through the evaluation in training, we can ensure that the training activities are carried out as planned; Feedback of training implementation and adjustment of training plan; Process detection and evaluation are helpful to scientifically explain the actual effect of training. Through the evaluation of the training effect, we can test the training effect in time and understand the students' learning situation. At the same time, it can also promote students' learning, arouse their learning enthusiasm and ensure the timely absorption and digestion of training knowledge. Through training evaluation, we can clearly understand the realization of training objectives and make targeted improvements. Staff training is a continuous process, which needs to be watered with love and patience. We should treat new employees as internal customers and do a good job in training internal customers, so that they will always exude the fragrance of the enterprise and pass it on to external customers and enterprises with fresher blood.