The selection of internal trainers, especially a relatively stable and widely recognized team of internal trainers, is a long-term process, which is by no means achieved overnight. First of all, in the process of selection, we need to adhere to the corresponding selection standards and scales. Generally speaking, trainers need to have a deep theoretical foundation and a high professional and technical level; It is recognized and accepted by the employees in terms of ideology and morality, work performance and work style, so as to avoid the possible resistance of employees to trainers. At the same time, trainers need to be middle and senior managers or technical backbones who have a deep understanding and grasp of the enterprise; For enterprises that have implemented the "expert" system, the corresponding responsibilities and obligations of experts in internal training can be clarified. Secondly, on the basis of defining the corresponding selection criteria, the standardization and refinement of the selection procedure is also of decisive significance for the smooth completion of the selection work.

(1) Before comprehensively promoting the selection of internal trainers, it is necessary to clearly introduce the corresponding management measures for internal trainers.

Undeniably, quite a few technical backbones are worried about whether to apply for the qualification of internal trainer. Judging from the current situation of domestic enterprises, most of the training of internal trainers is part-time, which will inevitably increase the work intensity and tasks of internal trainers, and even affect the completion of their own work. For similar reasons, some technical backbones will avoid internal training. Therefore, enterprises should protect the training enthusiasm of internal trainers through the construction of system and the inclination of relevant policies, so that potential internal trainers can realize the importance of this work to personal career development.

(b) The selection of internal trainers needs to be fully mobilized, and leaders at all levels need to attach great importance to and recognize it.

It takes a long time for a new thing to be accepted by most people from brewing to implementation. Therefore, leaders at all levels of enterprises, especially the main leaders, need to convey the message of attaching importance to and affirming the work of internal trainers through various channels, so as to enhance employees' attention to this work and eliminate employees' fear of possible adverse consequences caused by their work delay.

(c) When selecting internal trainers, there is a need for rigorous review and evaluation.

After the corresponding publicity and mobilization work is carried out within the unit, the human resources department needs to organize relevant leaders and experts to conduct strict assessment and evaluation on the personnel applying for the qualification of internal trainer in time. In the process of examination evaluation, it is necessary to comprehensively evaluate the candidates' work performance, professional knowledge level and communication ability, and compare and sort the relevant indicators on the basis of quantification, so as to determine the corresponding candidates.