On-the-job training is not only an effective training method, but also a training concept. Introducing the concept of on-the-job training into daily management activities is an effective way to improve the management level of managers and the work efficiency of employees. Its advantages are: first, it does not delay working hours. Different from off-the-job training, on-the-job training closely combines training with work, integrates training into work, and makes training and work interact, so that employees can get training from work and get more job opportunities from training, thus obtaining more valuable and practical promotion. Second, save training costs. Although training is not regarded as a cost, but an investment, it will still generate expenses after all. Compared with off-the-job training, on-the-job training can save a lot of training costs. The same 2000 yuan may only be enough for one person to attend a short-term training course. Buying a set of CDs for 2000 yuan can train more people and benefit more people. Third, establish communication channels between managers and employees. On-the-job training can increase the opportunities for managers and employees to get in touch with each other, facilitate mutual communication and learning, establish a foundation of mutual trust and communication channels, and make training a way for managers and employees to communicate. Fourth, it is more targeted. Training is not only a necessary condition to improve employees' ability, but also a necessary condition to solve problems. At work, managers and employees are more likely to find problems and think about them. Under the guidance of the concept of on-the-job training, managers will guide employees to think about problems and put forward suggestions for improvement, which will deepen employees' impression and make the improvement more targeted and timely. The specific steps to do a good job in-service training are: 1. Help employees set clear performance goals. To manage employees, we must first let employees know what they should do, to what extent, and tell employees what the standard is for doing a good job. This requires managers to help employees set clear performance goals, help employees improve their ability to set goals, let employees learn to guide their work with goals, work hard under the guidance of goals, gain more knowledge and experience in self-management, and constantly improve their performance management ability to become experts in target management. If you simply ask a person to set goals for yourself, I'm afraid everyone can write a few, and everyone will make a goal plan that looks good. However, whether these goals are in line with the company's development strategy, managers' intentions, employees' job requirements, strict assessment standards, clear deadlines, and employees' development requirements ... These issues need to be clarified by managers and employees in the process of formulating goals, and continue to develop and improve. 2. Help employees achieve their goals effectively. Setting goals is very important, because it makes a good start for high efficiency of management and high performance of work. However, compared with the formulation of goals, the implementation of goals is more important, because without effective implementation, any beautiful ideas and plans can not be realized. In addition, due to the process problems, interpersonal problems, employee ability problems, some unexpected events and other unforeseen problems in the work, employees may not be able to make efforts in the process of implementing the goals, which leads to the deformation of employees' implementation of the goals. In order to prevent these problems and ensure the effective implementation of performance goals, managers must constantly introduce the concept of on-the-job training in their daily work, maintain performance communication with employees in the process of implementing the goals, continuously strengthen on-the-job training for employees, and constantly provide performance counseling for employees, so that employees can continuously improve their execution, constantly control more work, broaden the scope of interpersonal relationships, gain more confidence, and effectively implement performance goals. 3. Lead employees to innovate. Innovation is the improvement and perfection of the original work, as well as the deep thinking and forward-looking prediction of the future. Only by continuous innovation can we constantly motivate employees and tap their potential, and the training can be more effective. Innovative work is to encourage employees to constantly think forward about their work, constantly put forward innovative suggestions, improve work processes and improve work efficiency, so that employees are constantly encouraged by innovation in their work, constantly stimulate the potential of innovation, and maximize the development and utilization of employees' potential. The best way to innovate is to do projects. Managers should cultivate employees' awareness of project management and the ability to set up projects for their work, encourage employees to make project plans within their own responsibilities, and work in the way of project management, so that employees can become project managers. 4. Help employees summarize their work. Managers should encourage employees to report their work progress to themselves, encourage employees to put forward obstacles encountered in their work, and put forward requests for resources, coordination and promotion to help employees work more efficiently. When the deadline for employees' goals comes, managers should spend time with employees, put forward constructive suggestions on the past work and the shortcomings of employees' work, and encourage employees to perform positively. By summing up, employees can see their achievements and shortcomings in their work, so as to constantly adjust themselves and make their work more in line with requirements and more efficient.