Building an enterprise's own team of internal trainers, so that corporate culture and work experience can be passed on, can not only save training costs, but also improve the competitiveness of enterprise training. This paper analyzes the advantages of internal trainers in enterprises and puts forward some suggestions on the construction of internal trainers in enterprises. Since Ministry of Human Resources and Social Security promulgated the National Professional Standard for Enterprise Trainers, China's enterprise employee training industry has made great progress, but there are still many problems, mainly as follows: ① The threshold of training industry is too low, and the quality of trainers is mixed. Many trainers are unprofessional, and the quality of lectures is not high, which is out of touch with the reality of enterprises. Some trainers even have problems such as over-packaging, fictional titles and training experience. ② There is a lack of excellent trainers, which can't meet the huge market demand. Many trainers also sign contracts with many domestic training institutions and consulting companies, and the principal-agent relationship is not clear. ③ Lack of supervision and management and industry norms. At present, most domestic enterprise trainers are external independent personnel, and the lack of effective supervision and industry norms by government departments will lead to the decline of the entire trainer industry.

Based on the above analysis, enterprise employee training needs to be developed vigorously, especially excellent trainers. At present, there are two kinds of employee trainers in domestic enterprises, one is to cooperate with training institutions or consulting companies to hire lecturers from society or universities, and the other is to train trainers internally. Compared with external lecturers, internal trainers in enterprises have the advantage of being familiar with the actual situation of enterprises and saving staff training costs.

First, the advantages of internal trainers

In many cases, enterprises often employ senior experts and managers with rich internal experience, strong professional ability or excellent management ability as internal trainers to provide targeted counseling and training for new employees. This training mechanism, which makes full use of the skills and experience of existing excellent employees and quickly cultivates talents suitable for enterprise development, is a training method that meets the development requirements of modern enterprises and the development strategy of enterprise human resources. Its advantages are mainly manifested in the following aspects.

1. It is beneficial to publicize the company's strategy and management ideas to employees. Wan Xi said:? Top managers are one of the best sources of trainers in enterprises. ? By serving as an internal trainer, senior managers of enterprises have the opportunity to have equal contact with employees, so that grass-roots employees can deeply understand the company's strategy, business philosophy and management philosophy.

2. Conducive to the inheritance of corporate culture and experience. The old employees of enterprises, especially a group of old experts who grew up with large state-owned enterprises, have incomparable knowledge and experience and feelings for enterprises. By telling new employees about the development process of the enterprise, new employees can enhance their pride and loyalty to the enterprise.

3. It is beneficial for employees to better realize their self-worth. Enterprises select outstanding employees to become internal trainers, so that they have new ways to realize their self-worth besides the existing career promotion channels. At the same time, by sharing knowledge with other employees, communication and exchange within the company have been strengthened, and an organizational environment for continuous learning has been created.

Therefore, it is very beneficial for enterprises to choose and build their own trainers, but the development is still relatively weak, and it is necessary to vigorously strengthen the construction of internal trainers.

Second, suggestions on the construction of internal trainers

The construction of internal trainers in enterprises needs to go through such links as system improvement, selection, training, evaluation and encouragement.

1. Improve the internal trainer system. At present, the internal training teachers in most enterprises teach part-time. In addition to completing their own jobs, extra training will inevitably increase the work intensity of internal trainers, and some even have a certain impact on their own jobs. So some excellent employees are unwilling to be internal trainers. This requires enterprises to formulate corresponding regulations, give corresponding policy preferences in the treatment and welfare of internal trainers, and encourage outstanding employees to participate in training.

2. Pay attention to the selection of internal trainers. The most important link in the construction of internal trainers in enterprises is the selection of internal trainers. Senior managers and experts in enterprises are undoubtedly one of the best sources of internal trainers, but because of their busy work, they can only support training when time permits. Secondly, internal trainers choose key employees and management cadres who have both professional expertise and good expression skills, are enthusiastic about teaching and are interested in training. Generally speaking, the selection process of trainers should go through clear selection criteria, extensive publicity, encouraging employees to sign up and be recommended by departments, passing professional evaluation and trial lectures.

3. Strengthen the training of internal trainers. There is still a gap between internal trainers and foreign trainers in teaching skills, teaching methods and knowledge updating. Therefore, it is necessary to conduct professional training for internal trainers, hire professional TTT trainers, and improve their class skills and teaching organization. At the same time, internal trainers are encouraged to study new knowledge and technology hard to keep their knowledge system at the advanced level in China.

4. Strengthen the evaluation and incentive mechanism of internal trainers. Due to the limited training experience of internal trainers, an internal trainer evaluation team can be set up to evaluate the teaching materials, contents and forms of training. At the same time, in the form of questionnaire survey, the opinions and suggestions of students can be solicited, and external experts can be hired to guide the problems existing in the teaching of internal trainers to help them continuously improve their teaching level. At the same time, excellent internal trainers can be given spiritual, material, professional development, personal promotion and other incentives to fully mobilize the enthusiasm of internal trainers.

Three. Concluding remarks

With the development of economy, enterprises in China are increasingly aware of the importance of training in enterprise development. Due to the lack of supervision and industry norms in the training market, the quality of external trainers is uneven. At the same time, having a high-level team of internal trainers will greatly improve the quality and level of the enterprise talent team. Therefore, it is necessary for enterprises to take various measures to promote and guarantee the construction of internal trainers.

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