That is, through training, each student writes down nine knowledge points or methods that he thinks are useful, and then finds out five of them that he agrees with very much, and then finds out three knowledge points that must be practiced. After a period of practice, he writes 500 words of practical experience.

Method 2: 1+3

1 stands for training course, and 3 is to learn three books close to the training content according to the training course.

Method 3: Pass and practice.

Teaching is teaching, taking is the master taking the apprentice, and practicing is practice.

West Point Military Academy has trained many management talents, and it is through training that they have honed students' quality and ability. On campus, any senior student can correct the behavior of new students. Freshmen may be fined for dirty shoes 10 push-ups. If you resist, you will be fined 20 more, and in the end you may be fined more than 200. Freshman may complain at first, but in fact, in the third grade, he will treat new people equally. This is a kind of training and a vivid lesson. When you can stand injustice and get unfair treatment, you can hold back, because West Point Military Academy believes that you are not worthy to be a leader unless you learn to obey. It is not the instructor who gives the freshmen the first lesson, but his senior, so that the freshmen can learn to be wronged. Therefore, the graduates of West Point Military Academy, who suffer a little injustice in the unit, will not affect his mood at all, because they have been trained not to be wronged and will be stronger when they encounter setbacks.

Method 4: The method of curriculum development.

There are two difficulties for enterprises to form their own training system, one is the training of internal trainers, and the other is the development of courses. The curriculum development within the enterprise should be based on the actual situation of the enterprise and have a theoretical height. It is very difficult to combine the two, because practical experience and theory are often useless, and theory and practical experience are insufficient. So how to solve this problem?

There are four steps in curriculum development: experience precipitation → finding the key → forming the system → courseware design (it is best to invite experts to participate in this step).

Step 1: experience precipitation. For example, when HP Business School developed the course "Management Process", their first step was experience precipitation. They investigated 73 efficient professional managers of Hewlett-Packard Company in the world/KLOC-0, and found that their methods and processes in daily management work have many * * * characteristics, and then they extracted them into materials. Step 2: Find the key points, that is, find the key points with * * * in the formed materials, also called knowledge points. The third step: forming a system is to systematize and logicalize knowledge points. And there is a main line running through it, forming a three-level outline. The fourth step: course design, to be completed with experts, so as to ensure the practical and theoretical nature of the course. Course design includes: course objectives, course contents, cases, data, documents and presentation documents.