For coal enterprises, an excellent talent team must be the most fundamental guarantee to realize the sustained and stable development of safe production. Therefore, with the increasingly prominent role of human resources in the survival and development of enterprises, safety training has become an important way to mobilize employees' enthusiasm, improve employees' efficiency and ultimately promote the overall comprehensive benefits of enterprises, and it is one of the topics that enterprises and human resources management departments of enterprises need to pay special attention to.

1 analysis of the effect of coal mine safety training

1. 1 The main reasons for employees' low interest in training are as follows: ① students are not interested in training content. The organizer did not communicate with the trainees before the training and did not analyze the training needs. The training content is not targeted, and the students only participate in coping, lacking enthusiasm and initiative. ② The training methods are monotonous and lack of interaction. Training should adopt different training methods according to different training objects and different training contents. At present, the training methods of some enterprises are the same, using lectures. When the teacher speaks on the stage, the students sit down and are listened to, which has no good connection with the nature of the students' work according to the course content. ③ The training organization is not in place. The training department has the responsibility to make detailed arrangements for each training or provide necessary logistics support services. However, most training organizers will record attendance and urge students to attend the training in time. Its specific work is not in place.

1.2 Safety training has little effect on improving work performance. The purpose of coal mine safety training is to improve employees' behavior and work performance, so as to improve work efficiency and enterprise profits. However, most enterprises can't see good results.

The training results of 1.3 have no obvious influence on the promotion of employees. Because promotion is more practical than other ways in motivating employees, it is often used as a relatively important indicator to evaluate the training effect.

2 Some thoughts on improving the effect of coal mine safety training

2. 1 To do a good job in training, it is necessary to analyze and clarify the training content. Only with a clear aim can we really improve the training effect. What kind of training does the enterprise need? Only through effective training demand analysis can we correctly find the training demand, so as to work out the appropriate training plan and content. Therefore, as the primary link of the whole training management activity, the effectiveness of training demand analysis plays a vital role in improving the training effect. On the one hand, in essence, the generation of training demand is generally based on the existence of performance gap. Therefore, through training demand analysis techniques, such as questionnaire survey, performance analysis, critical event method, etc. We can find out the causes of performance gap, especially the inefficiency caused by employees' knowledge, skills or attitudes, so as to determine the corresponding solutions and improve the pertinence and effectiveness of training. On the other hand, another important function of training is to provide effective talent supply for the future development of enterprises. Therefore, on the basis of comprehensive analysis of organizational development strategy, specific development stages, task requirements and individual characteristics of employees, find out the gap.

2.2 Innovative training methods Whether the training method is scientific or not largely determines the training effect. From the specific content, the training method includes not only what kind of way to take, but also who to train and where to train. At present, the reasons for the poor training effect of enterprises in China are not only the backward concepts, but also the backward methods. Therefore, with the rapid development of China's domestic training consulting industry, enterprises can carry out training through cooperation with consulting companies, such as hiring professional consulting institutions to cooperate with internal human resources departments, which can not only give full play to the professional advantages of external training institutions and the advantages of internal institutions being familiar with the enterprise situation, but also change the problems existing in self-training, inject new vitality into enterprises and improve the enthusiasm of employees.

2.3 Innovative training methods