In the human resource management of enterprises, if they only manage and don't develop, human resources will become passive water, and the most important job of human resource development is human resource training. The human resources department is responsible for the organization of employee training in enterprises, and how to do a good job in employee training is a crucial thing for the human resources department. We think about training, and we experience and practice at work. The more I pay attention to training, the more I hope to do my own enterprise training better. But how to do it well is a difficult problem. The situation of an enterprise is different, and the training methods are different. Especially today, various training methods are affecting our enterprises. At this time, our enterprises should only consider the training methods that are most suitable for their own enterprises. This is one of the first tasks of our training organizers. After summarizing the internal training of enterprises, we think there are several commonly used forms: leadership skills training, management knowledge training, employee skills rotation training, and small-scale intensive training.

First, employee rotation training is to focus on learning all employees of the enterprise in stages. The training content is fixed during the rotation training, and the employees of the enterprise participate in stages and batches, which mainly requires employees to study off-duty. When organizing such training activities, our organizers should strictly stipulate what the lecturers say, so as to improve the quality of employees as a whole. Second, someone must manage it. Third, there must be a fixed time. Fourth, there must be financial guarantee. This method is suitable for enterprises whose employees' quality is not high and whose enterprises urgently need to improve their work quality. It is an effective way to improve the overall quality of employees, especially in large enterprises. The only inconvenience is that there are many rotation trainings, which will have a certain impact on the arrangement of employees in production. There are many employees, and the training venue is a problem. It is necessary to make preparations in advance. Large enterprises can train their employees in this way. If the enterprise has its own training base, it will be better to conduct centralized and closed training for employees.

Second, intensive training This is a highly targeted training, mainly used in skills, especially when it is necessary to train employees to master technology in a short period of time. It has the characteristics of surprise and reinforcement, and it needs to concentrate employees in a limited time to achieve certain results. This method is also often adopted by us, but it should be clear that the training content should not be too much, and each content should be divided into a special topic, which needs to be mastered by employees in a short time, and the training content should be designed in advance by lecturers or our organizers. For example, it is really effective for our enterprise to introduce production line or technology and require employees to master production or technology in the shortest time.

Third, management knowledge training is to prepare for enterprises. In the development of our enterprise, some employees will move from ordinary workers to management positions, but due to the lack of management knowledge, it is difficult for employees to be competent. At this time, management knowledge training is particularly necessary. Premier Zhu Rongji said: Management science is the fundamental way to improve the efficiency of enterprises, and management talents are the important guarantee to realize modern management. It is imperative to implement management training programs. I believe that our enterprise will also take the training of management knowledge as a key point.

Four. Leadership promotion and training leadership is the key to enterprise development. Leadership is innate and cultivated. On the basis of management knowledge training, provide leadership improvement training for middle and senior managers of the company. Jack Welch, former CEO of GE, said that I spent most of my time cultivating talents for GE, and this is leadership. So leaders also need training.

These four training methods for different employees of enterprises are naturally beneficial to the gradient development of human resources and the cultivation of employees.

Through these four ways, our training organizers can design a variety of specific training methods or games. For example, in the training of leadership skills, we can design games to survive in the wild, cultivate the ability of leaders, and design games to train the team spirit of managers. Therefore, I believe that an enterprise can flexibly use a variety of training methods, rather than a single training method. The key is that our training organizers find out the best training method suitable for enterprises during the training process.