(Comparison between Java training and UI training.

1, UI, java are all technologies, and they are very good at mastering them. However, if you want to learn UI, you need a certain sense of beauty and special talent. Some artists had better learn UI.

2.java is a programming language. As long as you are willing to study hard, you can hardly learn.

3、? Compared with java, UI is more promising. If you have accumulated several years of experience in your work, you can take the direction of project manager or architect. At that time, your salary will be calculated according to your annual salary.

(2) Comparison of training institutions

Everyone has a different opinion. If you are learning from others, I suggest that you can find their information from teachers, teaching efforts, students' learning situation, employment data and so on. It is best to have a look on the spot. There are many training institutions. You can go to see more, better understand and compare.

(3) What are the training methods?

Generally speaking, the methods of enterprise training are as follows:

1, teaching method:

The traditional training mode means that trainers systematically impart knowledge to trainees through language expression, hoping that these trainees can remember important concepts and specific knowledge.

2, job rotation method:

This is a method of on-the-job training, that is, trainees can change jobs within a predetermined time, so as to gain work experience in different positions, which is generally mainly used for new employees. Nowadays, in order to train young managers of new enterprises or future managers with management potential, many enterprises adopt the way of job rotation.

3, work guidance or counseling/internship methods:

This method is to train the trainees by an experienced technical expert or direct supervisor. If it is a single one-on-one on-site individual training, it is called mentoring training commonly used in our enterprise. The task of the coach in charge of guidance is to teach the teachers how to do it, put forward suggestions on how to do it well and encourage the students.

In addition, there are discussion method, audio-visual technology method, case study method, enterprise internal computer network training method and so on.

(3) Training the extended reading of contrast pictures:

The effect of enterprise training depends largely on the choice of training methods. At present, there are many methods of enterprise training. Different training methods have different characteristics and their own advantages and disadvantages. Choosing an appropriate and effective training method needs to comprehensively consider the training purpose, training content, the characteristics of the training target and the training resources owned by the enterprise.

In the development of human resources, the main factors that often need to be considered are:

1, the goal of learning. Learning objectives have a direct impact on the choice of training methods. Generally speaking, if the learning goal is to know or understand general knowledge, then programmed teaching, multimedia teaching, speech, discussion, case analysis and other methods can be adopted; If the learning goal is to master some applied skills or special skills, demonstration, practice and simulation should be the first choice.

2. It takes time. Because of the different time required by various training methods, the choice of training methods is also affected by time factors. Some training methods need a long preparation time, such as multimedia teaching and video teaching; Some training takes a long time to implement, such as self-study, which requires choosing appropriate training methods according to the time that enterprise organizations, learners and trainers can invest.

3. Funds required. Some training methods require less funds, while others cost more. Such as lectures, brainstorming, group discussions, etc. The required funds are generally not too high, and travel and accommodation are the main expenses; However, audio-visual interactive learning and multimedia teaching are relatively expensive, such as purchasing various supporting equipment, which requires considerable investment. Therefore, we should consider the consumption ability and affordability of enterprises, organizations and students.

4. Number of students. The number of students also affects the choice of training methods. When the number of students is small, group discussion or role-playing will be a good training method; However, when the number of students is large, lectures, multimedia teaching and large-scale seminars may be more suitable. Because the number of students not only affects the training method, but also affects the training effect.

5. Characteristics of students. The number of basic knowledge and skills that learners have also affects the choice of training methods. For example, when students have no computer knowledge, computerized training or multimedia teaching is not appropriate; When students' educational level is low, the effect of autonomous learning will not be very good; When most students have poor analytical skills and are not good at expression, it is difficult to achieve the expected results through debate or group discussion. Therefore, the choice of training methods should also take into account students' own knowledge and coping ability.

6. Support of related technologies. Some training methods need the support of relevant scientific and technological knowledge or technical tools. For example, computerized training naturally needs the cooperation of computers; Audio-visual interactive learning requires at least computers and DVD players; Multimedia teaching needs the support of more acousto-optic equipment. Therefore, whether the training unit or organization can provide relevant technology and equipment will directly affect the adoption of high-tech training methods.

1. Trainers changed from "knowledge disseminators" to "knowledge producers".

Because most of the knowledge dissemination or transfer will be completed by modern electronic media system, educators and trainers can have time to update their knowledge and carry out teaching innovation. One is to process, process and package the original information or knowledge to make it a "product" form that people can easily and happily accept; The second is to put forward new ideas, theories and methods on the basis of comprehensive analysis of the original knowledge and create a new knowledge system. Therefore, education and training workers will change from "knowledge disseminators" to "knowledge producers".

Second, the training mode has changed from "inheritance" to "innovation".

Since ancient times, the basic function of education and training is to impart the cultural heritage of ancestors and cultivate qualified talents to serve the reality. Traditional talent training methods have been difficult to adapt to the changing environment, and modern education and training need to be advanced. Its goal is not only to train realistic talents, but also to train future talents. The way of learning should be changed from "inheritance" to "innovation".

Third, the training content has changed from "filling vacancies" to "tapping potential".

Influenced by the traditional way of thinking, training has always followed the principle of "what is lacking, what is supplemented". For example, the training content of tourism enterprises focuses on the "what should be known" and "what should be learned" of employees, as well as the "make-up" training in mastering operational skills, applying basic knowledge and solving specific problems.

However, in the face of the challenge of knowledge economy and the increasingly fierce market competition, it is far from enough for training to "fill the gap". It is necessary to take tapping the potential as the focus of training, and incorporate thinking change, concept renewal and potential development into the training content, so that employees in the tourism industry can really learn to think and innovate from training and realize the effective release of personal potential.

(3) Extended reading of training contrast pictures: network-enterprise training method

(4) What color tone is more attractive for PPT in employee training?

Green is fresher and looks less tired. If the hue is grayish white, then green is the outstanding color. You can look at the flat template. . There may be something you like. I hope I can help you. "

5] Is it better to teach yourself the original illustrations or to report to a training class?

Self-study may take many detours, and once the wrong method becomes a habit, no amount of time and energy will be spent in the future. If you take an online class, it depends on your self-control and learning ability. If your learning ability is not outstanding, it is recommended to study systematically and professionally without foundation.

Finding a good educational institution or online learning platform is the simplest and most effective way. Among many educational institutions, Wang Education's commercial illustration design has a good reputation and a strong teaching team. Want to know how strong the training of Wang Education Entity is? Just listen to it online: click to enter Wang Education Online School (you can download the Illustration Teaching APP).

After the baptism of competition in CG painting industry in 18 market, I have accumulated a lot of teaching experience in original painting and illustration, integrated into the successful original painting and illustration cases in the market, and constantly iteratively optimized the teaching plan, and really designed each class with heart. Moreover, the founder and management of Wang Education are experts in the original painting and illustration industry, and they know the whole industry, demand and employment like the palm of their hand, and they can seamlessly penetrate into the market demand, so as to be meticulous that investment-oriented educational institutions can't.

If you can't participate in offline physical training, you can also download the real illustration teaching research and development product of Wang Education in the mobile phone application market: Drawing and Learning APP. There are nearly 10,000 sets of video tutorials on it, where new and old students have exchanged and studied for more than ten years, and thousands of CG companies have recruited on it. These really can't be copied by a training institution established three or five years ago.

[6] What kind of business management training courses are more practical?

Business management training courses should be designed and developed according to the actual situation of enterprises. Because different enterprises have different training needs, it is a long process from preliminary research to subsequent development. If you only transport or buy courses from outside, you may not be able to meet the internal needs of the enterprise, and finally you will spend a lot of manpower and material resources, but the training effect is not ideal.

If you don't have the conditions to run it yourself, you should also do a good job in internal training demand research and understand the needs of employees before choosing what kind of courses to buy. There are no general business administration training courses in the market, only suitable business administration courses.

Therefore, business management training courses need to be developed by themselves, which is the most practical. In the case of sufficient budget, you can refer to the following methods for curriculum development, mainly due to two factors:

First of all, the course orientation reflects the accuracy.

Generally speaking, after the person in charge of the training project determines the objectives and main contents of the training course through investigation and demand analysis, the instructor should determine the relevant contents of the training course according to the actual situation, design ideas and structure of the enterprise. Therefore, the orientation, function and pertinence of the course in the project are directly related to the project development level of the project leader. Whether the enterprise problems can be diagnosed accurately, the information can be grasped effectively, the problem list can be integrated, the diagnosis results can be determined, and the "prescription" for solving the problems can be formulated. The test is the responsibility and professional ability of the person in charge of the training project. The training plan we often see is to have more people and more classes, and find a well-known lecturer to chat casually, or say what you are best at. The classroom atmosphere was lively and the training ended happily, and no one cared about the final training effect. Because some "well-known" trainers lack understanding of enterprises, especially the management psychology of enterprise managers, the course name is very attractive, but the content is not in line with reality. "I am very excited in class, and I will not move after class." When this phenomenon was widespread, I didn't know that the antonym of "fame" was "fatal".

We know that traditional training is divided into three categories: knowledge training, skill training and attitude training. Knowledge training mainly solves the problem of "knowledge"; Skills training mainly solves the problem of "meeting"; Attitude training mainly solves the problem of "meaning". With the development of market economy, modern enterprises are facing more severe challenges. They should not only make up for the lack of technical knowledge and skills, but also pay attention to the more lasting changes in behavior, values and potential thinking of the backbone of grassroots managers through training. By developing their potential abilities, they can improve their own quality and promote the development of enterprises. Therefore, they demand that the orientation of training courses should be targeted, and it is effective to solve practical problems.

More and more trainers begin to attach importance to curriculum orientation, and a large number of thinking training, concept training and psychological training courses for grass-roots managers of modern enterprises stand out. Thinking training mainly solves the problem of "creation". Concept training mainly solves the problem of "fitness"; Psychological training mainly solves the problem of "enlightenment". Compared with traditional knowledge, attitude and skills training, thinking training, concept training and psychological training adapted to social development have added new contents to modern enterprise training, making the original traditional management training curriculum system more in line with the needs of modern enterprises. The implementation of these courses will become an effective way for grass-roots managers to change their concepts and keep pace with the times in the new period. Through "perception", "adaptation" and "innovation", it is more conducive to solving the problem of "doing" by grassroots managers.

Second, the structural design is systematic.

An excellent trainer is like an artist, he will gradually present the content and theme he wants to express to the audience in different forms. Through the perfect combination of form, content and art, he brings the audience into a pre-designed situation and lingers. Curriculum designers should fully consider the training needs, interests, motivations and learning styles of grass-roots managers, cultivate their developmental learning psychology and grasp the most essential and decisive aspects of training, which is the essence of training curriculum development.

In the development of training courses, Kolber believes that from the perspective of perceiving information, concrete perceivers prefer to perceive information through doing, activities and feelings than abstract perceivers. The learning characteristics of grass-roots managers are more in line with the performance of specific perceivers. Therefore, trainers should try their best to adapt to students' learning style, convey information and key points in visual form, convey emotions and thoughts in auditory form, and perceive the touch of the soul in tactile form, so that students can continuously improve their understanding of things through each student's omni-directional stereoscopic subconscious.

After the training, please explain the changes by comparing before and after or giving examples.

According to the training principles and practice records, for example, before training, it can only be carried out step by step in standardized operation. After effective training, the process management can be improved in a targeted manner, and the direction and dynamic conditions can be revised to make the implementation results faster, better and more cost-effective; For your reference!

⑻ Comparative analysis of several commonly used training effect evaluation methods.

Training is an organized behavior of knowledge transfer, skill transfer, standard transfer, information transfer, belief transfer and management warning. At present, domestic training focuses on skills transfer, and time focuses on pre-job training.

In order to achieve a unified scientific and technical specification and standardized operation, modern information processes such as target planning, knowledge and information transfer, skill proficiency drills, homework performance evaluation, and results exchange announcements have been adopted.

Through certain education and training techniques, employees can reach the expected level and improve their goals, combat effectiveness, personal ability and work ability, which is called training!

Because, we feel that training has a great influence on the changes and results of new employees. We can understand the evaluation method as soon as we see it, and we will learn it as soon as we learn it. It is difficult to make the evaluation results conform to the actual situation to the maximum extent. Professionally, we call it reliability and validity. The effective way to improve reliability and validity is to scientifically design the content, score and weight of evaluation and control the whole process of evaluation.

(9) Compare the situation before and after training.

The first picture is the contrast difference.