No matter the size of enterprises, more and more enterprises have realized the importance of employee training. However, training often does not bring immediate results, and how to improve the return on investment of training is a problem that human resource managers need to think about for a long time. It is an indisputable fact that more and more enterprises in China should receive training and realize the importance of employee training, but not every enterprise really understands and grasps the significance and methods of training. In many enterprises, senior managers and human resources managers have not really sat down to think about whether the training meets the present and long-term needs of the enterprise, whether the training meets the expectations of employees, and whether the implementation of the training plan is purposeful and planned. When training becomes a "fashion" of human resource management in enterprises, some enterprises regard mountains as higher than others and blindly invest in employee training, and the results they receive are of course difficult to meet the expectations of enterprises. Training is an enterprise's long-term investment in its sustainable development ability, and its purpose is to bring greater benefits to the enterprise by improving the professional quality of employees. In a sense, training is a kind of employee welfare, because the training service provided by enterprises for employees is a kind of concern and support for employees, which realizes a win-win situation for enterprises and employees. In addition, with the rapid development of modern commerce, employees have accumulated various practical experiences and problems in their respective posts. Only through continuous training can employees keep abreast of the latest knowledge and technology in the industry and solve the puzzles and problems in their work. How to train a targeted enterprise and pay attention to the actual return on investment, training is also an investment. Large-scale and planned employee training will be a big expense for enterprises. So how to ensure that the content and form of training are targeted? First of all, do a good job in the investigation and study of training needs. Training is an important part of human resource management. New employees need on-the-job training, on-the-job employees need continuous business and technical training, and senior managers need various high-level professional or leadership training. However, the situation of each enterprise is different, so the first thing that enterprise human resources managers do well is to investigate and study the training needs. There is no doubt that the employees of the enterprise are the first to be investigated, and their needs should be an important part of the training content. Human resource managers should classify employees at different levels. In addition to some general needs, they should also understand the individual needs of employees at different levels. Besides employees, the needs of other stakeholders should also be taken seriously by enterprises. Enterprises are not isolated individuals. Every enterprise should pay attention to the needs of customers, governments, suppliers, distributors and other stakeholders. These needs are often difficult to reflect in the employee demand survey, but they are an indispensable part of the employee training content. In addition, the experience of enterprises and the development of employees are in a process of change and development, so the inspection should also keep pace with the times, and the human resource manager should plan this from the overall management strategy. Secondly, on the basis of training demand analysis, do a good job in training planning. As training is an important part of human resource management, it requires a certain amount of capital investment from enterprises, so scientific and reasonable training planning has become the most important. The training plan should include the training methods, cycle, content, number of employees at different levels and the training budget. The development of science and technology supports a variety of training methods. In addition to our common trainers giving lectures at the enterprise site, or employees attending training courses in a certain place at ordinary times, there is also online border training in beyond space and so on. Trainers are not necessarily experts invited from outside, and experienced employees in enterprises may become "teachers" of other employees. Enterprises should adopt the most suitable training methods according to their actual situation and specific needs to maximize the training effect. In addition, the training plan should also include the measurement and evaluation methods of training effect, which is very important for calculating the input-output ratio of training. Third, make good use of social network media and do a good job of feedback and summary of training. The training course itself is very important, and the feedback and summary after training are more important. Only through feedback and summary can employees better sort out the training content themselves. Only when the HR manager gets the feedback and summary from the employees can he truly understand the training effect and adjust the training contents and strategies in time. At the same time, each employee's ability to accept and think about the training content is different, and their problems before training are also different. Therefore, after the training, the human resources manager should build a platform for employees to communicate and share knowledge, so as to double the training effect. Now many enterprises have electronic management platforms and employee communication systems. Even if there is no special platform, many existing social networks are worth considering. The information exchange between employees is also a kind of training for each other in a sense, and this cost-free and sustainable mutual training effect will be more lasting. In addition, for those employees who take part in training seriously and are good at summing up and thinking, appropriate rewards can be implemented to create a good learning and communication atmosphere. Finally, scientifically evaluate the training effect and adjust the training strategy in time. In order to truly understand the input and output of training, it is necessary to evaluate the training effect. Training effect sounds like an intangible concept. In fact, the key to quantitatively measure the training effect is to set quantitative measurement indicators, such as the satisfaction survey of teaching content and form, the survey of the combination of teaching effect and work, etc. In addition to the demand survey before training, the human resource manager should also investigate the training effect of the employees participating in the training as soon as possible after training. In addition, the comparison of employees' job performance before and after training can also be used as one of the reference data to measure the training effect. In the final analysis, training is a means to improve the quality of employees. Its purpose is to make employees apply what they have learned and apply the latest and most practical knowledge and skills to their work. The development of enterprises can not be separated from the support of talents, and the development of talents can not be separated from continuous learning, exchange and knowledge updating. Therefore, enterprises should attach importance to training ideologically and raise training to the height of enterprise investment. Tactical scientific research and training planning will make the training content more targeted and practical, make the training forms more diverse and humanized, and strengthen the training effect through various platforms. At the same time, do a good job in training effect evaluation, and truly realize the maximum input and output of training.