The management process of training development is: training demand and cost analysis, training goal and plan formulation, training implementation, training achievement transformation, training effect evaluation and feedback.

First of all, the induction training for new employees includes four aspects:

1, enterprise profile, enterprise development history, enterprise development strategy and objectives, enterprise industry background and characteristics, product characteristics, service concept, enterprise culture, rules and regulations, code of conduct and values, etc.

2, enterprise system, including enterprise administrative, financial and human resources management rules and regulations, such as employment rules, salary system, employee welfare, labor relations, confidentiality agreement, etc.

3, business knowledge, combined with job characteristics, special training for business knowledge and skills and management practice.

4, employee career development planning, make employees clear enterprise career path set for them, according to their own situation and will be engaged in the post, choose the appropriate development direction, make employees and enterprises * * * with development.

Second, management training, the training form is mainly on-the-job training, supplemented by off-the-job training.

1. On-the-job training refers to a kind of training that managers do not leave their jobs, but are guided, taught and demonstrated by superior managers or experienced managers on the spot, and completed by trainees through practical operation. The combination of challenging job responsibilities and training with job performance evaluation and feedback is an effective development method and the focus of basic management ability development activities.

2. Off-the-job training (non-on-the-job training) refers to the training of knowledge, skills and attitudes necessary for performing duties in special training places. This kind of training is mainly used to train the personnel that the organization lacks, or to train and select high-level technical talents and management talents for the future of the organization.

3. The training contents of managers at different levels are different.

According to different management levels, the training objects can be divided into grass-roots managers, middle managers and senior managers.

Grass-roots managers mainly focus on the specific management work in the front line and implement the instructions and decisions of middle and high-level managers.