As far as spiritual encouragement is concerned, enterprises should publicize the selected internal trainers and issue corresponding qualification certificates or letters of appointment.
As far as material incentives are concerned, enterprises should reward internal trainers in many ways. For example, pay a certain class fee to the internal trainer, pay for attending relevant foreign training courses, and set up a trainer allowance so that the internal trainer can get the corresponding benefits and treatment.
As far as career development is concerned, on the one hand, enterprises should give priority to providing all kinds of training opportunities at home and abroad for internal trainers, so as to continuously improve their professional level and skills. This will not only ensure the continuous improvement of internal trainers' own gold content, but also enable them to better pass on their knowledge and skills to other employees. On the other hand, enterprises, especially large enterprises, should design corresponding career development channels for internal trainers. This career development channel can be based on internal trainers: for example, internal trainers are graded, and then enterprises can upgrade according to the training evaluation effect and training duration of internal trainers, so that they can be promoted continuously according to the channel of "trainer, senior trainer, senior trainer and chief trainer". This career development channel can also be a channel for internal trainers to develop within the whole enterprise: generally speaking, enterprises should give priority to excellent internal trainers in the process of selecting talents or promoting personnel.
Nowadays, most domestic enterprises have fully realized the importance of talent team construction and invested more and more power in human resource development and training. Building a high-level internal trainer team will greatly improve the quality and level of enterprise talent team and is an important way for enterprises to develop and train human resources. Through a series of practical and effective internal trainer management methods, such as selection, training, assessment and encouragement, enterprises can effectively overcome some loopholes that may exist in internal trainers, thus giving full play to their greater advantages.