For enterprises, training is the catalyst and the only way for their own metabolism and sustainable development. The main body of training is "people", and each trainee has different psychological needs for training. What kind of training can better meet the psychological needs of trainees, truly make the training "people-oriented", and thus make the training more effective, which is a long-term problem and difficult problem faced by trainers. The introduction of psychology in training has found a way out for training to play its own value. Does psychology have anything to do with training? According to the definition of training, we can extend that training is to study human behavior through human psychology. First of all, as training, mainly through the company's development strategy, combined with the personal development needs of employees, to carry out education and training on related concepts, culture, skills and technology. Generally speaking, training can be divided into three levels. The first level is the company concept training, which establishes the purpose of the company's existence, that is to say, the reason for the company's existence is not only to pursue the maximization of interests, but also to include what needs the society and individuals can meet and what services we take to treat customers. These are the fundamentals of enterprise survival. If these are not clear, the survival of enterprises will be unsustainable. According to relevant statistics, the average life span of Chinese enterprises is about 7 years, but most enterprises put forward to build a "century-old shop" at the beginning of their business. Where did the "century-old shop" come from? Just a slogan? This requires the support of many systems and institutions. What needs to be changed first is the psychology of people and investors. In other words, why should investors set up this enterprise? Perhaps at first, it was mainly to make money and meet their own survival and life needs; For employees, it is mainly to meet the needs of their own lives, which is mainly reflected in the humanistic orientation of psychology. After the company is on the right track, the company needs to train personnel in various departments and positions to be competent in relevant knowledge and skills, which is what we usually call post qualification training. In this process, how to embody psychology, in other words, how to use psychology to guide our training work, when carrying out training work, we should not only consider the needs of the company, which is the main contradiction, but also consider the secondary contradiction, which is the needs of employees. How to arrange your own training plans and courses by studying the psychology of each group? For example, for people aged 20-30, when arranging training courses, we should mainly consider how to enhance their work ability and increase their work skills and work experience; For people aged 30-40, the main consideration is how to broaden their working ideas and increase their working knowledge; For people after the age of 40, our main consideration is how to accept new things and methods, that is, ideas, which are based on the ideological trends and actual needs of people of different development ages, mainly reflected in psychological cognitive orientation. Secondly, we can consider the social and cultural orientation in psychology. The socio-cultural orientation of psychology mainly emphasizes that human behavior is formed on the basis of cultural traditions and characteristics of various cultural regions; To investigate, analyze and infer the behavior in this environment, we must consider the social and cultural characteristics of these areas. This is specific to the enterprise, we can consider it from the perspective of corporate culture. Society has a big culture, and enterprises have a corporate culture. Enterprises should be clear about what is advocated, what is forbidden, what is encouraged and what is inhibited, and form their own corporate culture in combination with the industries and regions where the enterprises are located. For employees, how to adapt to corporate culture, under the guidance of corporate culture, and carry out distinctive training to adapt to corporate strategic development and corporate culture, we must first unify our thinking. According to psychological research, only when people's thoughts are unified can people's behaviors be unified, their personality can be reflected at the same time, people's cohesion can be further enhanced, and team consciousness can be reflected. The specific embodiment is the training of new employees. The main contents of new employee training include not only rules and regulations, a brief history of enterprise development, job responsibilities, but also a very important part of the company's corporate culture, such as Lenovo Group's "training in the mold" and Huawei's unique military training. In general, it is to let employees successfully accept the company's corporate culture, working atmosphere and company philosophy through "brainwashing" and integrate into the company's team as soon as possible. There is a contrast effect in psychology. As an adult, when entering any new company, it is always difficult to forget the advantages and disadvantages of the previous company psychologically and compare it with all aspects of the new company. Then we should pay attention to how to eliminate this contrast in the training of new employees. Only by eliminating this contrast can their expectations be lowered. According to the happiness theory, they are more likely to be satisfied, and their professionalism and loyalty to the enterprise are also higher. Third, in the actual training work, we should also fully understand the psychological state of the students. Only by clearly understanding the purpose of his training can our work fundamentally solve the problem, which is also the part of training demand investigation in training management and the basic skills that a professional training lecturer should have. In addition to our learning characteristics or learning mentality for adults, we also need to understand and analyze the students' occupation, post, age, education level and other factors, which are of basic guiding significance for us to prepare what kind of training content. In the process of training, we should also analyze the psychological state of the students at that time from their performance, and avoid the psychological catfish effect between them, otherwise our training work will be difficult to carry out. Of course, on the other hand, we can also make full use of this effect to promote our training. For example, we can use a trainee as a benchmark and banner to explain and explain in detail what benefits the training has brought him, such as his salary change, job change, performance change and so on. At this time, we might as well give other students a demonstration analysis, so that they can actively participate in the training with benchmarking as an example, so that we can promote the training work from point to point and make the students change from "asking me to learn" to "I want to learn". In this way, they can psychologically understand and feel the benefits that training brings to their work, life and even families, thus reversing the passive situation of some enterprise training. Fourth, training needs the support of leaders, but it also has its particularity, such as the lag of the effect, which is inevitable. Because of its characteristics in this respect, our training managers lack confidence in seeking leadership support. How can we change this situation? In addition, many enterprise leaders believe that training is omnipotent, and there is no problem that training can't solve. This view is fundamentally wrong. For example, the personality problems of salespeople lead to poor performance, which can not be solved through training. As mentioned above, there are three levels of training: concept, culture, skills or skills. So how can we make our training produce obvious performance, make it visible to leaders, and then support our work? We should look for the answer from the employee's job performance and customer satisfaction. Take out specific data and examples, compare them with your performance before training, and let the leaders recognize your work. As we all know, training is not about what topic you choose and what form you take. What matters is the effect after training, what the training brings to the enterprise, whether it is the innovation of ideas, the change of management or the improvement of the company's performance. This is the focus of business leaders' attention. Training is an important part of human resource management. From the perspective of the whole human resource management, human resource is the work of being a man, human resource management is the process of communication, and training is also communication. How to communicate well with people at work, first of all, we should fully understand everyone's needs, that is, his psychological state, so as to take the training that suits the right medicine, so that the training can achieve the expected effect and reflect the value of the training work.