(1) The first stage of training management is training demand analysis and training plan formulation. Any training activities should do a good job in the preliminary investigation and evaluation of training needs. Only by carefully planning training, forming a clear training purpose and determining a clear and measurable training goal can an organization measure whether its manpower, material resources, time and funds invested in training have been reasonably rewarded, thus continuously improving the effectiveness of training.

(2) The second stage of training management is the implementation of training plan. At this stage, the focus of training work is to take appropriate steps and methods and choose appropriate training forms according to the training plan or pre-drawn training plan, so as to create a good learning environment for trainees and help them master relevant knowledge, skills and working methods as soon as possible.

(3) The third stage of training management is the transformation of training results. The ultimate goal of training is obviously to urge trainees to apply the knowledge, skills and methods they have learned in the training process to their daily work, so as to truly improve productivity, product or service quality and employee's personal and organizational performance.

(4) The fourth stage of training management is training effect evaluation. There are many ways to evaluate training programs, including the actual effect of training (such as the impact on students' work error rate, productivity, product or service quality, etc.). ) and the return on training investment (that is, the relationship between cost and income).