For employees who love learning, even if the company does not arrange training, he will buy relevant books to study or enroll in training courses at his own expense. But not all companies have formed a good learning culture. Many companies often say that learning enterprises are still in the slogan stage. At this time, enterprises need to sort out the contents of each position according to the characteristics of different positions, and if possible, they can also prepare a training outline to guide the implementation of training. Enterprises can formulate corresponding incentive policies. For example, when employees' knowledge, ability and awareness reach a certain level through training, it will be more conducive to job promotion and internal professional and technical level evaluation, and can stimulate employees' enthusiasm for learning. In addition, enterprises can also formulate assessment rules for some important training, and those who fail the assessment may affect their performance or competence.

This balance of incentives and constraints can make employees pay more attention to training. Classroom teaching should also be presented by teachers. If the teacher does not fully understand the teaching course, or even the language expression is not clear and fluent, it will also affect the students' learning experience if they only know how to follow the book. When selecting teachers, the human resources department should make a preliminary assessment of teachers according to their qualifications, and train teachers in teaching skills for the first time, and then formally authorize them to teach corresponding courses after passing the assessment. For some internal professional courses, it is best to choose someone with certain authority in this field as a teacher. Authoritative people, like head users from the media, have their own prestige, and students will come here to "serve" him more. Enterprises should also give teachers appropriate incentives, and it is difficult for teachers to devote themselves to free or compulsory requirements.

If HR doesn't study business, and doesn't understand the business development priorities of enterprises and the actual needs of departments, in most cases, what courses are popular in the market, but the training provided by HR is actually out of touch with the needs of business development. Therefore, the willingness of business departments to participate in training is not high, even though enterprises have standardized training systems and processes. Therefore, if the business department is interested in training and willing to participate, it is a shortcut to design training courses according to the needs of enterprise and business development and design training methods according to the level and type of personnel.