2. Skills training will enable employees to get started quickly at work.

3. Development planning and culture of the company.

In the process of training, we should have the record of "face, line and point" and strive to build our own professional development network. We should not only solve the general knowledge problem of training, but also solve the "point" of training, which is a key thematic problem to be solved urgently. Strive to learn, draw lessons from, improve, reflect, summarize and adjust in future work practice. ?

Whether the training of enterprise training companies can really connect with strategy and performance depends largely on the transformation effect of students' learning, which is not a problem that can be solved by several training courses. Therefore, if we want to design the overall training program with the result-oriented consciousness, we need to work hard on the problem of learning transformation.

The ultimate goal of training

The ultimate goal of training is to produce performance, and performance comes from ability, so training should focus on skill improvement, which is also the main difference between training and education. First of all, we should establish a clear and standardized performance evaluation system, standardize students' learning, and generate external driving force for learning; Secondly, it is necessary to do a good job analysis, so that everyone can understand the requirements of their positions on personal abilities and their own shortcomings, and generate the internal driving force for learning.

Only after a scientific and rigorous demand survey can an enterprise training company decide who needs training, what training is needed, what training method is needed, when to train, how much training cost and so on. Enterprise training companies should go through rigorous and scientific demand investigation, determine the training purpose, and then carry out purposeful training, which is beneficial to both enterprises and employees.