Enterprise training is not only for current needs, but also for future long-term development. Whether the training content is appropriate or not is the key factor affecting the training effect, so it is necessary to do a good demand analysis before training.

2. The training plan should be systematic.

According to the present situation and development goals of the enterprise, the training and development plans of various departments and positions are systematically formulated. According to everyone's career design, we will make a personalized training plan for everyone, build a space for personalized development, provide sufficient training opportunities, and combine training with post qualifications.

3. Curriculum design should be targeted.

It is necessary to have a clear theme and a prominent center in order to have a clear goal and grasp the theme direction of training and the goals to be achieved. In foreign companies, curriculum design should also pay attention to eastern and western cultures, because trainees with two cultural backgrounds have very different backgrounds and ways of accepting knowledge.

4. Let employees realize the importance of training.

Showing employees the importance of training and courses and their help to their career development will improve the training effect. Enterprises should establish a learning organization as soon as possible, run through the training concept of people-oriented to improve the quality of employees, and establish a talent training mechanism that can fully stimulate the vitality of employees.