The main content and form of employee training in shopping malls is to train and train workers according to the needs of actual work, so as to improve their quality and ability. There is no doubt that a new employee's initial experience in the company will have a great influence on his future career. Therefore, the training of new employees is very important; (1) Training new employees New employees are no longer outsiders in the enterprise, but they have not been fully accepted by the enterprise. At this time, they will feel a great psychological pressure. In order to reduce this pressure, communication is a very important way. At this stage, enterprises help them complete the transformation from non-employees to employees by transmitting various information to them, which determines the following training contents: 1. Corporate culture training (1) cultural and spiritual training. This kind of training is to let employees understand the concept of the enterprise. By understanding the history of development, we can understand the purpose, concept, spirit and style of the enterprise. New employees should know clearly: what the enterprise advocates; Against what; What kind of spirit should be put into work; What attitude should be adopted in interpersonal communication; How to treat the gain and loss of honor and disgrace and how to be an excellent employee? (2) Training at the level of corporate culture system. Organize new employees to seriously study a series of rules and regulations of the enterprise, such as attendance, reward, finance, welfare, promotion system, etc. And the business system and behavior norms related to the business activities of the enterprise, such as standing posture, polite language, how to receive customers, how to answer the phone, service taboos and so on. On the basis of learning, organize new employees to discuss and practice in order to correctly understand and consciously abide by these codes of conduct. (3) Training in material aspects of corporate culture. Let new employees know the internal and external environment of the mall, the location and nature of various departments and units, the business scope of the mall, various visual signs and their meanings. In short, through corporate culture training, new employees can form a psychological set consistent with corporate culture, thus quickly coordinating with corporate values. 2. Business training. (1) Visit the whole operation process of the mall, and ask skilled staff to explain the main workflow. (2) Ask the business manager of the enterprise to give a lesson to the new employees to explain the most basic theoretical knowledge in the enterprise. (3) According to each person's different positions, learn the relevant business knowledge, workflow, work requirements and operation essentials of this department by classification. 3. Case study and simulation practice. Business leaders will explain the experience and lessons of their business activities in the form of cases, so that new employees can master some basic principles and work requirements (for example, when salespeople issue invoices, they must pay attention to the consistency of product names with the products actually sold, especially valuable products). Then we can carry out targeted simulation exercises. 4. Carry out "pass, help and lead" activities for new employees. Whether it is a salesperson or an office post in a functional department, we should send veteran comrades with high quality and rich experience to give concrete, meticulous and systematic guidance and guidance to new employees in the form of mentoring. Such as service skills, handling methods and so on. In addition to the training of new employees, the training of on-the-job employees is also the basic way for enterprises to improve the quality of employees. (2) On-the-job employee training usually takes the following forms: 1. General education without full-time job. There are a considerable proportion of people with low education in China's commercial system, so it is particularly important to continue to complete various academic education in the form of "Big Five" in their spare time. 2. on-the-job training. Understand the theoretical knowledge, professional knowledge and practical knowledge that each position must master. Many enterprises have been gradually implementing the "certificate-holding" plan. 3. Transfer training. General cadres and employees should supplement necessary new knowledge, new technology and new ability to adapt to the requirements of the new environment when they are transferred inside the shopping mall. 4. Full-time study. This training method is mainly used to train talents in short supply in shopping malls, or to train future senior technical talents and management talents for enterprises. (3) The training of managers is important for the training of employees, but the improvement of managers' quality can not be ignored, because their decision-making and work performance also affect the development of enterprises, so they must also be given enough attention. 1. Manager training. Its training content is mainly the system management theory and skills needed by market economy. Such as management, marketing, accounting, business strategy, corporate culture, business enterprise management, human resources development and management, leadership science and other management courses. The training forms mainly include: MBA classes, off-the-job training courses, related training in management cadre colleges, overseas study and training, etc. 2. Training of managers at all levels. The main forms are management knowledge training courses and internal discussion activities. For comrades with training prospects or high quality, they can also be sent to colleges and universities for full-time training. Due to the development of economy and technology, training has undoubtedly become an activity that every enterprise pays more and more attention to. Enterprises should not only carry out training at different levels and contents, but also strengthen the management of personnel training, strengthen planning and pertinence, and choose appropriate methods to ensure the quality of training. So that enterprises can effectively improve the quality of human resources through training and enhance their competitiveness and vitality.