The training system consists of four parts: training course system, training lecturer management system, training effect evaluation and training management system. The first three items are the three core work contents of the training system. The training management system is to integrate the original relatively independent training course system, training lecturer management system and training effect evaluation into the enterprise management system, especially with the promotion system and salary system. 1. How to establish a training course system? Training courses are based on the analysis of training needs. According to popular, basic and improved training courses, training courses are divided into three categories: employee induction training courses, fixed courses and dynamic courses. The curriculum of employee induction training is relatively simple and belongs to universal training. The course mainly includes enterprise culture, enterprise policy, enterprise related system and enterprise development history. Fixed training courses are basic training. It is the knowledge and skills that all posts at all levels should master. Lack of knowledge and skills in job transfer, promotion, performance appraisal, etc., need to strengthen fixed course training. Dynamic training course is a training analysis based on the development trend of science and technology and management, combined with the development goal and competitive strategy of enterprises. This kind of training is to ensure the improvement of employees' ability and provide talent support for the development of enterprises. The structured training system model is not difficult to understand, and the fixed training course setting is the biggest workload in training work. To do this job well, we must establish a hierarchical and classified employee training system with the goal of professionalization of enterprise employees, and make clear the knowledge and skills that people of different positions and levels must master. First of all, the Human Resources Department, together with departments at all levels, starts with job analysis and classifies all jobs, such as management, specialty and technology. On the basis of classification, each category is defined and divided into levels. Therefore, there is a basis and analysis basis for establishing a fixed curriculum system according to the organizational structure and post competency model of enterprises. Based on all kinds of posts at all levels, this paper analyzes the professional behavior modules and behavior standards required by employees to carry out business work. When analyzing these activities, we can follow the following three ideas. Consider from the internal logical relationship of activities. Considering the scope of activities. Analyze from the constituent elements of the activity content itself. Analyze the professional knowledge and skills needed to support these professional behavior modules and standards. Therefore, all kinds of training courses at all levels have been determined and corresponding training materials have been formulated. The necessary knowledge at different levels can be the same, but there should be differences in depth and breadth. Dynamic training courses can be analyzed from two levels. Corporate goals. Analyze the development direction, competitive strategy and expected goals of the enterprise. Consider the shift of management ideas, management concepts and work priorities, the change of organizational processes and the involvement of new technology fields and technologies, and determine the training courses accordingly. From the perspective of scientific and technological development. Nowadays, science and technology and management knowledge are changing with each passing day. When a job is greatly innovated, the new technology and new management concept it brings will determine the training course.