Before developing the course, the person in charge needs to collect information. To understand why the superior thinks the work efficiency is low, he thinks what employees need to learn to improve their work efficiency. It's best to talk to employees and find out the reasons for the decline or non-growth of performance. Then the information collected before is summarized and analyzed to find out the problems that need to be solved at present. Then we can develop courses according to the analysis results.

Second, carefully design interesting training content.

Good information communication should attract attention and stimulate others' interest in listening to you. 1-2-hour course should not only include the knowledge points to be learned, but also take into account the design of quickly attracting interest, awakening old knowledge, inputting new knowledge and applying exercises in adult learning. Because of the short training time and too much content, it is easy to be unclear, which will lead to a cursory look at the curriculum design. At the same time, there will be too much content for students to absorb. Therefore, it is better to select the content and explain a knowledge point thoroughly and clearly.

Third, the training mode should be interesting.

The course needs to attract students' interest quickly, so that students can concentrate on the class instead of being distracted by mobile phones or computers. At present, in the internal training of enterprises, pure teaching training is no longer preferred, and there will be more teaching activity design. In the classroom design, the following teaching activities can be set up by interactive items such as discussion, practice, quiz, role-playing and simulated games. , thus stimulating employees' sense of participation. But you can't do too many time-consuming activities, and you need to strictly control the class time. Like role-playing, games and so on, it is advisable to choose 10- 15 minute games as far as possible, and the main time and energy should be allocated to the learning of classroom knowledge.

Fourth, training should be targeted and targeted.

If the two-hour course is based on knowledge, it is best to extract the essence and express it simply and clearly. If excellent partners share knowledge, the effect will be better. The content of the skill class should clearly explain the process and principle and demonstrate it in practice. The content of mentality is generally related to the enterprise's system, incentive policy and environment, so after telling some touching stories, it is best to announce the company's incentive policy to give employees a sense of identity.