Since 1980s, especially in 2 1 century, training has developed vigorously and become the most obvious feature of all enterprises. The statement that training is an investment means of enterprises has also been widely recognized by enterprise managers. Since it is an investment, we should pay attention to income and return. Warren Baines, a famous American business management professor, once said: "Staff training is a strategic investment with the least risk and the greatest benefit". In my opinion, Professor Warren Baines' words have a general guiding role. But as far as the study of individuals is concerned, this is not entirely the case. Sometimes the input and income are not necessarily in direct proportion, but the key lies in the effect of training. How to effectively carry out enterprise training is the wish of all trainers. First, the understanding of training itself is that the importance of basic training has been generally recognized, and it is unnecessary to elaborate. However, the author believes that in order to do a good job in employee training, we must deeply analyze the training itself, understand the characteristics of the training, and master the inherent laws of the training itself, so as to arrange the training scientifically and reasonably according to its laws and achieve twice the result with half the effort. 1. Training is an extension of education. The so-called training is an activity that takes different forms and focuses on how to impart certain knowledge and skills to trainees. In essence, training and education are of the same sex. Training is an extension of education, and it is basically a kind of teaching, but the emphasis is different. Therefore, training must also follow the basic laws of education, which is the basis for planning and implementing all training. 2. Cultivating people's subjective activities has obvious purpose, so does the enterprise. As an important activity implemented by enterprises, training has obvious purpose. Enterprises to carry out any form or content of training, the purpose is to promote the development of enterprises around the development of enterprises. If we say that a training project has no internal relationship with the development goal of the enterprise and cannot be consistent with the fundamental goal of the enterprise development, then the training project will not be recognized by the enterprise and the training process will not start. Therefore, fully understanding the purpose of training is the premise of doing a good job in training. 3. Training is the way and carrier of management. In my opinion, training is management. As the person in charge (top manager) of an enterprise, the best way to do a good job in employee management is to teach all employees their management ideas and requirements through training, and turn management requirements into the conscious actions of all employees to achieve the best management effect. 4. Training is the inheritance of corporate culture. Corporate culture has been paid more and more attention by enterprises, and has become the soft power of enterprise development, which is related to the success or failure of enterprises. The training process itself is to shape the unified values and behavior concepts of enterprises, and it is an important means to form the coordinated development and cohesion between enterprises and employees, and between employees. 5. Training is a combination of providing knowledge and environment. With the development of the situation, the current training is no longer limited to the initial simple knowledge transfer, but more combined with the long-term development of enterprises and the self-development of employees, and regards training as a comprehensive body that provides knowledge and environment, guides self-learning and innovation, and promotes a win-win situation for enterprises and employees. Only by taking training as a combination of providing knowledge and environment can we push training deeper and play its role permanently. Second, measures to do a good job in training from the enterprise level 1. Grasping the training plan is the foundation. Looking at the problems existing in the current training, the core problem is that the formulation of enterprise training plan lacks clear objectives, systematicness and consideration for the medium and long-term development of enterprises, but it is a short-term, intermittent, palliative training plan, which can not improve the overall quality of employees, resulting in unsustainable training effect and difficult to effectively promote the all-round development of employees. Training is inseparable from enterprise development, and the goal of training must meet the current and long-term development goals of enterprises and serve the planning and development goals of enterprises. Obviously, training must also be based on the development planning of enterprises, and the overall planning of training must be formulated to provide talent protection for the development of enterprises at different stages. As an enterprise manager, we must carefully study and deploy the training plan, and make the training plan in line with the long-term development goals of the enterprise. In fact, in my opinion, as a senior manager of an enterprise, the most important part of its management should be reflected in the management of "people" rather than "things". As long as you control "people", you also control "things". Therefore, from the enterprise's perspective, grasping the training plan and establishing an overall training plan consistent with the enterprise's development plan, taking into account both current problems and long-term development, are the basis for ensuring the overall effect of training. 2. It is the key to improve the construction of teaching staff. The training effect of an enterprise depends on all aspects of training management, and the most important thing is to train teachers. The quality of training teachers directly affects the training effect. In my opinion, to do a good job in the construction of teaching staff, we should focus on "localization", emphasize "combination with practice" and combine theory with practice, so as to better solve the problems encountered by students in their work. First, do a good job in the "sea election" of enterprise training teachers. The selection of enterprise teachers can be carried out in accordance with certain standards among all employees of the unit. The selection process can be divided into voluntary registration, primary election, trial lecture, evaluation and other links, and finally the best is determined. The author believes that the significance of centralized "sea election" is not only reflected in the purpose of "selecting the best among the best", but also reflects the participation of all staff and stimulates the enthusiasm of employees to participate in training. The second is to do a good job in teacher training. Enterprise internal trainers are called trainers, but they are still staff in various positions. Their training skills, methods and theories are still very limited, and they need short-term training in training system theory, such as professional theory training, educational theory training and modern teaching technology. In the internal training, please come in or go out according to the number of internal training. Through teacher training, casting a team of teachers who are proficient in business and have a certain theoretical level and teaching level will further promote the training level of enterprises and provide powerful human resources for the development of enterprises. Third, pay attention to compartmentalization or modular division of labor. Because enterprise trainers are selected from within, they are usually responsible for a certain aspect of work, and there is a factor that knowledge is relatively fixed. The author thinks that the training content of trainers should be compartmentalized or modularized, corresponding to their daily business, which can better reflect their advantages and highlight the "practical" role of training. 3. Grasping the training content is the core training content, which should be based on the performance of job responsibilities, supplemented by theoretical knowledge, so as to solve the current problems and promote the self-improvement of employees. First, performing job responsibilities is the foundation. At present, some people (including some experts) stress theory and comprehensive knowledge in the choice of training content. The author believes that this statement is one-sided, a pure theory lacking practical operation, and violates the basic purpose of enterprise training-solving current problems. In my opinion, the training content should focus on the performance of post responsibilities, adhere to the ability to perform duties as the basis, and meet the needs of enterprise development. The second is to improve the comprehensive quality as a supplement. In the cultivation of comprehensive quality, enterprises should make overall plans and gradually advance. The content of comprehensive quality training should focus on management theory, team spirit, professional ethics and work innovation, and highlight the self-management and self-improvement of employees. The cultivation of comprehensive quality is not arbitrary, but should adapt to the long-term development goals of enterprises. Third, measures to do a good job in training from the staff level 1. Optimize the team and promote employees' self-improvement. From the perspective of training, employee participation has always been passive. How to change passive to active is very important to improve the training effect. The author believes that the key to turning passive into active lies in the employment mechanism of enterprises. James collins, a master of contemporary enterprise management, once said: "Let the right people get on the bus, and the unsuitable people get off." . Only when the talent team flows smoothly from top to bottom can we optimize the team, stimulate employees' sense of urgency and stimulate employees' continuous self-improvement, and realize the transformation from "I want to learn" to "I want to learn". Only in this way can the effect of employee training be improved, and it is also the best way to change the current poor training effect. 2. Reasonable selection of trainees In the training of selecting employees, the word "reasonable" must be fully reflected in order to achieve the training effect. The so-called "rationality" is mainly manifested in the following three aspects: First, comprehensiveness. The basic knowledge needed for enterprise development is related to the basic skills that every member must master. All employees must be trained and mastered, without making choices, otherwise they will lose the original intention of training. The second is pertinence. "If you have wisdom, please take it out; If you lack wisdom, please sweat; If you are neither wise nor willing to sweat, please leave! " This is one of the famous employment views of Mengniu Group. It fully embodies the differentiated use of talents and realizes the maximum use of talent value. The same is true of training. In order to achieve good results in training, how to distinguish the training objects and train according to the characteristics of different training objects is the key. The author believes that the training work must be meticulous, the more detailed and targeted, the more effective it can be. Therefore, when selecting training objects reasonably, it is of great significance to subdivide training objects to enhance the pertinence of training. The third is contribution. The reasonable choice of training objects is also manifested in the contribution. The so-called contribution is to take the contribution of employees to the development of enterprises as one of the reference elements for choosing to participate in training. At present, in enterprise training, there are not many considerations about taking contribution as the requirement of selecting training objects. However, the author believes that taking contribution as a requirement for participating in the training has a very important guiding role and is of great significance to improving the training effect. The reasons are as follows: First of all, taking contribution as an element of training can fully reflect the values of enterprise management, and can also fully affirm those who have contributed to the enterprise and further stimulate their work enthusiasm. Secondly, taking contribution as an element of training can fully reflect the importance of training, highlight that employees cherish the opportunity to participate in training, study hard and improve the effect of training. To sum up, the author believes that employee training is related to the sustainable development of enterprises and to the bigger and stronger enterprises. We should attach great importance to employee training from the strategic perspective of enterprise development, focus on the current development of enterprises, and combine the long-term development of enterprises with the development of employees themselves. We should not only reflect the system, but also pay attention to pertinence, solve current problems and promote the effectiveness and foresight of employee training.