In order to achieve certain training objectives, the four elements of training (lecturers, trainees, teaching materials and environment) are arranged reasonably, planned and systematically to form a guiding document. Usually, a complete training system consists of four parts: training course system, training instructor management system, training effect evaluation and training management system. The first three items are the three core work contents of the training system. Especially the promotion system and salary system.

Training system is a dynamic and balanced system. Including the adjustment of training course system and trainers, how to stimulate trainees' willingness to train, how to develop and manage training suppliers, how to transform training course content into workflow and standardized operation documents, etc. All these should be considered by the training management system and implemented by formulating relevant systems.

A training system consists of three parts: system, course and lecturer.

System is the foundation, including training management methods, training plans, relevant forms, workflow, training evaluation methods and internal lecturer system.

Curriculum is the soul, including curriculum design, courseware making and curriculum evaluation.

Lecturer is the carrier, that is to say, the lecturer is only one of the executors of training and only plays the role of deducing the course.

The role of the training system is to standardize the training activities of the company as the institutional basis to ensure the smooth progress of the training work. It should include: training management method, training plan, relevant forms, workflow, training evaluation method and internal lecturer system. Training management methods should fully reflect the training process and the evaluation of training results will be combined with the performance appraisal of employees. The internal lecturer system should embody the spirit of selecting and motivating internal lecturers, and play the role of managing internal lecturers and standardizing their teaching behavior.

The first task of establishing a training system is to establish a training system, design a training workflow, make relevant forms and make a training plan.

After completing the system construction, the next job is training research, that is, according to the company's development plan and human resources planning, asking questions about the training system construction, making an all-round understanding of the company's situation, making a research report, completing the determination of the core competence knowledge and skills of the post, putting forward training objectives and making corresponding training plans. Design courses according to the training plan.

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