1, we should fully understand the problems existing in the internal training of enterprises, and then carry out effective training according to the problems; 2. Understand where the training needs of enterprises and employees are, and conduct training according to the needs; 3. Know how to determine the starting point and focus of training for employees at different levels, so as to make the training more practical; 4. Trainers should know how to teach and how to train. 5. To improve the teaching skills of teachers in internal training courses of part-time enterprises and improve the teaching quality of part-time teachers; 6. To improve the ability of training organizers and part-time trainers to find training needs and design training courses from the perspective of the company's requirements for employees; 7. To improve the ability of training organizers and part-time training teachers to find problems, write management cases and develop training courses; 8. It is necessary to improve the training skills, on-site control ability and problem-solving ability of part-time trainers.

Second, recognize the main problems existing in enterprise training.

1, the training object was not found correctly.

Personnel in charge of training management in enterprises often adopt the organization form of "big bang", and business owners often have the concept of "letting go of a sheep and letting go of a flock of sheep", thinking that the more people who receive training, the better, so as to save money and train more. The result is just the opposite. The training attended by employees is boring for managers; The manager attended, and the employees were confused. Therefore, in order to make the training get good results, we must first determine the training objectives.

2. The training needs were not found correctly.

The purpose of training is to solve problems in a targeted manner. However, many enterprises just want to "follow the fashion" and "follow the trend" and run whatever classes are blown in the training market. For example, if the "details" in the market are hard, enterprises will engage in details training; When the market is "twelve knives", enterprises will hold "knife classes"; In the market, "execution" is hard, so enterprises engage in "execution" training. This phenomenon can be found everywhere. We often hear: "teacher, please draw up a training plan for us!" " "Imagine, if the trainer doesn't do research, will the training plan drawn up for you be targeted? Is it useful?

3. The expectation of training is too high.

Many enterprises will make you cry and laugh when setting the training effect. They think that with training, any problem can be solved, and it will be solved soon. Isn't this a big joke? What's more, some trainers even blew the role of training to the sky. Don't you know that the effect of training is measured according to the content of training? For example, if we carry out quality training, will the quality of employees be improved as long as we train? If so, then the trainer is not a fairy? Note: As for the effect of training, some of them can be immediate, such as simple operation training. Some must be trained repeatedly to be effective; Some have to be trained for a long time to be effective. Therefore, enterprises must have a correct understanding of the effect of training and cannot expect too much.

4. The training focus is not prominent.

Once I went to a famous trainer to talk about "corporate culture" and "execution", and I was surprised after listening to it. He just rambled and pieced together the topic, and then his tongue talked like a spring all day. As a result, the students were so tired that they completely digressed. The final effect can only be like listening to a poor storytelling.

5. The training method is useless.

Training must pay attention to methods, from the trainer's point of view, what to say first, what to say later, how to say it and so on. This must be noted. If there is no suitable method, it means that the trainer takes a book for the students to read, and the enterprise may wish to buy several books to read. From the enterprise's point of view, it is not always "consistent" to choose the timing, place and method of training. The training of the training, the discussion of the discussion, the drill of the drill. How can a tree hang people and stuff ducks in the end?

6, training skills are not in place

To improve the training effect, trainers must also pay attention to training skills. Humor is cold, activity is serious, inspiration is uncovered early, and the problem is self-doubt. Seeing the faces of many trainers, I always feel like a judge.

7. The training tools are not ready.

Training must have corresponding teaching AIDS and facilities. Many corporate trainers are careless in this respect. What is particularly embarrassing is that many trainers can't write on the blackboard. Even if they write on the blackboard, they don't even know what they write. Trainers should be good at using and using various teaching AIDS and facilities, but many people are not familiar with them. Especially in the production of ppt, it looks pale and boring.