According to different courses and contents, choose appropriate training methods and achieve effective training results. The first aspect: training should start with the results. If training is to be more effective, it must start from the needs of stakeholders and business needs. By analyzing the key drivers and key behavioral standards behind business development, the training manager can determine the needs of students in improving their knowledge, skills and attitudes, so as to design targeted learning projects. In this way, the result-oriented design can ensure the effectiveness of the training plan. The second aspect: the training manager needs to form a partnership with the department line manager, and the whole training work needs the participation and cooperation of the department line manager from the pre-preparation to the post-training results transformation. Before training, line managers need to participate in the setting of training objectives and make preparations for training participants. The transformation of results after training needs the attention and promotion of line managers. The third aspect of effectively improving the training effect is that the key to improving the effect is to strengthen the transformation of the results after training and the subsequent consolidation, which is one of the most critical steps in the whole training process. The formal learning classroom is the site for training managers, but once you leave the classroom, it depends on employees and department line managers. The support and encouragement of managers is very important for consolidating the knowledge and skills learned in training. The positive results of the training program are more obvious.