The present situation of internal training in enterprises is uneven, and the effect is not satisfactory, because many people just take a form, do not pay attention to it, do not take care of it, and just take it as a task. Training is not just mastering the situation; Many enterprise managers think that training is very important for the growth of employees, but as far as the training operation is concerned, nine times out of ten, it is because there is a departmental plan, so it has to go through a process and a situation. If so, it is naturally impossible to do it well. The ultimate goal of training is not to complete the so-called planned tasks, but its main function is to improve employees' ability, solve work problems and achieve performance results.

Training is not a class, but a participation; For my colleagues who are professional trainers, training is not just preaching. The purpose of training is not to complete the task, and natural training is not just sitting here and listening for hours. The best state of training is: let students learn by doing, and learn by doing; It's not that you have to give TA, but that you have to do TA since enlightenment. In order to achieve this result, you should strive to mobilize the enthusiasm of employees and turn the training from your "one-man show" into a real democratic seminar. Training is not something, but a long-term project; The word training is easier said than done. If you want to really change the training work within the company and departments, you can't do it overnight, and you can't pretend to fool. Instead, we should study hard, prepare in advance, scrutinize carefully, and really put training on the top priority of leading the team and improving employees' performance.

Preparation before training. Full preparation will not cause problems, and full preparation will enable us to get double satisfaction from superiors and subordinates in every training. Don't be embarrassed to ask. Learning is a big project. Not everyone can see the prophet or know everything. There is always a blind spot of knowledge. This is normal, so when we find that we have a little knowledge before training, we must be more ashamed to ask experts who are better than you in this field. Learn to imitate. We can choose something related to our own training content to pay attention to learning, as long as we study hard and take knowledge and time as an example. Ask foreign aid for help. You don't have to come by yourself for internal training. If we are not good at talking, we can only do it but not talk. Then we can invite foreign aid to help us, invite workplace experts and tutors to preach in enterprises or departments, and we can learn from and follow suit ourselves, so that progress will be rapid. Feedback after training. Feedback after training is very important. Feedback after training can be obtained through questionnaires, interviews or individual conversations, and the progress can be continuously improved, so that the internal training will gradually develop from the previous dissatisfaction to the general, satisfactory and relatively satisfactory direction.