First, regular manufacturers or larger enterprises pay more attention to training. Generally, there are systematic companies with manufacturers, and their training institutions are relatively perfect. Either their own manufacturers have training departments and trained personnel, or external training institutions will have corresponding training courses for their own corporate culture and rules and regulations, as well as the post functions of each post. But some small enterprises don't have such great strength or such long-term planning. Everyone wants employees to go to work directly when they are familiar with it.
Two, each industry training focus is different, some focus on skills, some focus on strategic training. There are great differences between industries. For example, the employee training in the automobile industry has different job divisions and different emphases. For general manager level job training, more attention is paid to macro control, while for sales consultant level training, more attention is paid to vehicle performance skills and control, as well as the ability to receive customers and serve customers.
Third, some people are more agitated in post-employment training. In fact, this mentality is wrong. Imagine that when we go to school, we need to pay tuition to study. Now the money the company gives you can enable you to learn new knowledge and skills. Why not? Therefore, we must cherish this training opportunity. Even if we leave our current company and go to a new unit and participate in the corresponding professional training, it will only be our own bonus. Because companies are willing to use experienced people instead of spending more time, experience and cost to train talents, they often train for a long time and finally leave.