Many enterprises will separate the backbone employees from ordinary employees when training their employees. How do enterprises train key employees? Next, the world factory network edge Xiao takes Samsung as an example to share with you that Samsung is. Samsung's training for key employees is as follows: First, it is clear that the training target is key salespeople, who have worked in the front line of the sales department for a long time 13- 15, and have certain subordinates. In fact, they are part of the responsibilities of managers, but they are not complete managers. Secondly, the purpose of this training is to shorten the gap between the expected sales volume and the actual sales volume and reflect the effect on the spot. Finally, the training plan is arranged for three days and two nights, and all students live in groups, using lectures, group discussions and role demonstration methods. After clarifying the above three points, the next thing to do is to formulate the content and focus of this training: the most important thing is to let the core employees know their role consciousness and persistent pursuit spirit in order to achieve their goals, the second is how to set appropriate goals according to their own abilities, the third is to learn effective business negotiation skills, and finally, the specific action plan made by individuals to achieve their goals, such as what kind of promotion methods, effective visits, promotion quantity, and opening up new markets. As the training was divided into three days, they made the following arrangements for the training content. Day 1: Morning: Key employees report to the training ground to get familiar with the environment. Afternoon: Discuss why we should achieve some goals. The person in charge of training can inspire employees to discuss from three aspects. (1) From its own point of view, the way to realize self-growth, the necessity of self-survival, the requirements of family life, self-worth and the objects that subordinates follow have become the glorious pioneers of the company's development and are closely linked with the company; (2) From the company's point of view, the company's existence is fundamental, the key to increasing market share and the driving force for sustainable operation. (3) From a social perspective, contribute social indicators and provide the best products in society. In practice, all the staff can be divided into five groups, and group discussion can be conducted by self-prompting method and KJ method. Evening: Set goals for yourself. The steps are as follows: ① Use the most correct method to set goals, determine your own goals, and find out the gap with the actual sales situation. ② The methods adopted include using existing data, value judgment and assisting other departments in planning. I will use the existing data analysis method to compare the data of other companies with our company, and analyze our company's positioning from the aspects of occupancy rate, growth rate, product quantity, performance, etc., so as to determine the number of customers I want to visit, the economic goals I have achieved, and the sales volume. (3) Individuals present examples of their own successful methods and exchange experiences. The next day: morning: the first role demonstration learning sales skills demonstration. The instructor will assign roles, decide the candidates for customers and salesmen, and then set the performance scene, so that the first demonstration can begin. After the demonstration, observers will comment on each performance role, and for salesmen, at least three advantages and three aspects that need to be improved will be put forward for comprehensive evaluation. Afternoon: Make a second presentation for the problems exposed in the morning presentation, and instruct the teacher to make a concluding speech. The role of the second demonstration should be reversed. In the morning, the customer plays the salesman, and the original salesman plays the customer, so as to better understand the role difference. Evening: individuals will make a work schedule according to their own characteristics, explaining the strategies and tactics of promotional activities, such as the time to visit customers, the purpose to be achieved, promotional skills and so on. The third day: morning: everyone explained their action plans and schemes, and the instructors commented and pointed out the places that should be paid attention to. Pay attention to the following aspects: ① Is the plan aimed at my own characteristics? ② Have you implemented the skills and techniques learned in the role demonstration? (3) Is it integrated into my experience? Afternoon: the instructor will hand over the personal timetable and the instructor's comments to his boss, dismiss the employees and return to their respective jobs. After training, do employees apply their learning results to practical work? Is this training necessary? These problems need to be realized by tracking detection. Perhaps this work takes a long time and is very difficult to implement, but it is an indispensable part of the training of key employees and an important way to improve the training ability of the person in charge of work training. The head of Samsung's training department drew a chart as a standard to evaluate the effectiveness of key employee training methods. It is usually used after three months of training.