The era of knowledge economy is characterized by the mass production and dissemination of information and knowledge. And it develops at an annual growth rate of 18-20%. However, compared with the vast amount of information and knowledge, learners will find themselves "knowledge-poor". The existing knowledge is becoming more and more fragmented, the learning speed is too slow, and there is too much knowledge to learn. This is due to the great contrast between the finiteness and lag of individual learning and the infinity and rapidity of knowledge growth. Training is an important way to learn knowledge, and modern training can only adapt to the needs of the times by changing concepts, methods and contents.

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 what employees should know and learn, the mastery of operational skills, the application of basic knowledge and the ability to solve 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.

Fourth, enterprise training has changed from "focusing on organizational development" to "focusing on the combination of organizational development and personal development".

Most enterprises are based on the requirements of their own development, and rarely consider the requirements of students' own development. As a result, many enterprises have done a lot of training, but the students are not active and the effect is not satisfactory. Therefore, enterprise training should not only consider the needs of enterprise development, but also pay attention to the design of employees' personal career, emotional intelligence and potential, so that training can also prepare for employees' personal career development. This kind of training will change from "I want to train" to "I want to train" and achieve the ideal effect.

Five, the enterprise from "management" to "management".

For example, the courses of hotel industry training are mainly management practice, management standards and quality control. This can be said to be a kind of "management" training; However, with the intensification of competition in the tourism market and the continuous improvement of enterprise management standardization and service standardization, managers should not only consider the internal management of enterprises, but also consider management issues. Therefore, the management training of tourism enterprises, especially hotels, should also change to "business-oriented". The key courses of training are marketing, cost control, capital operation and management strategy, so that managers can learn how to open up markets, reduce costs and win in market competition during training.