Commonly used courses in enterprise training include: human resources training, strategic management training, procurement training, production training, logistics training, equity incentive training, corporate culture training, business etiquette training, marketing training, sales training, employee professionalization training, responsibility system training, financial management system training, etc.

The purpose of enterprise training is to improve and promote employees' knowledge, skills, working methods, working attitudes and working values, so as to give full play to their potential to improve the performance of individuals and organizations, promote the continuous progress of organizations and individuals, and realize the dual development of organizations and individuals.

On the basis of training demand analysis, according to the popularity, foundation and improvement of training courses, training courses are divided into three categories: employee-oriented, fixed courses and dynamic courses.

The basis of training effectiveness

The effectiveness of training is often reflected by the results of training. Training results refer to the criteria used to evaluate training. It can be the standard to judge what students have learned, or it can be the degree of students' preference for courses.

According to the definition of Goldstein (1986), training effect evaluation refers to "systematically collecting necessary descriptive and judgmental information to help make decisions on selecting, using and modifying training plans". It can be concluded from the above definition that the evaluation of training effect refers to the process of collecting the result information used to determine whether the training is effective or not.