1. clear training objectives and requirements

The first step of enterprise training is to clarify the objectives and needs of training, that is, to answer the questions of "why to train" and "what to train. Training objectives should be specific, measurable, attainable, relevant, time-bound (SMART) and aligned with the strategic goals of the enterprise and the development goals of the employees. Training needs should be based on a gap analysis of the status quo and expectations of the employee's capabilities and performance, rather than on subjective assumptions and perceptions. Clarifying training objectives and needs can help enterprises determine the content, object, method, time, place, resources, etc. of training, and can also provide a basis for training evaluation and feedback.

2. design training programmes and courses

The second step of enterprise training is to design training programs and courses, that is, to answer the two questions of "how to train" and "what content to train. The training program should be based on the theory and principles of adult learning, consider the learning motivation, style, level, background, etc. of employees, and choose the appropriate training methods, media, tools, environment, etc., in order to achieve the best learning effect. The training course should be based on the training objectives and needs, and determine the theme, module, sequence, duration, focus and difficulty of the training, so as to ensure the logic, consistency, integrity and practicability of the training. Designing training programs and courses can help companies improve the quality and efficiency of training, and can also increase employees' interest in learning and participation.

3. preparation of training materials and equipment

The third step of enterprise training is to prepare training materials and equipment, that is, to answer the two questions of "what training to use" and "how to use. Training materials should be in line with training programs and courses, including training manuals, handouts, cases, exercises, tests, evaluation forms, etc., to support the implementation and evaluation of training. Training equipment should meet the training needs, including projectors, audio, whiteboard, notebook, network, etc., to ensure the smooth progress of training. Preparing training materials and equipment can help companies avoid accidents and interruptions in the training process, and can also improve employees' learning experience and satisfaction.

4. implementation of training activities and interactions

The fourth step of enterprise training is to implement training activities and interaction, that is, to answer the two questions of "who will train" and "how to interact. Training activities should be carried out by qualified trainers or experts, who should have professional knowledge, skills, attitudes and experience, and can effectively impart information, guide discussions, stimulate thinking, solve problems, and adjust the atmosphere. Training interaction should encourage employees' participation and feedback. They should actively ask questions, answer, share, discuss, collaborate, evaluate, etc. to enhance the depth and breadth of learning. The implementation of training activities and interaction can help enterprises to enhance the vitality and interest of training, and can also promote the learning effectiveness and sense of belonging of employees.

5. evaluation of training effectiveness and feedback

The fifth step of enterprise training is to evaluate the training effect and feedback, that is, to answer the two questions of "is training useful" and "how to improve. Training effectiveness should be based on training objectives and needs, using qualitative and quantitative methods, from different levels and perspectives, such as employee satisfaction, learning, behavior change, performance improvement, etc., to measure the results and impact of training. Training feedback should be timely collection and analysis of the advantages and disadvantages of training, from the training design, implementation, evaluation and other aspects, to find out the training problems and room for improvement. Evaluating training effectiveness and feedback can help companies verify the value of training and return on investment, and can also promote continuous improvement and innovation in training.

Follow-up and support after 6. intensive training

The sixth step of enterprise training is to strengthen the follow-up and support after training, that is, to answer the two questions of "what to do after training" and "how to help. The follow-up after training should be regular supervision and inspection of employees' learning application and transformation, such as whether they have formulated personal action plans, whether they have implemented the learned knowledge and skills, whether they have encountered difficulties and challenges, etc. Post-training support should be timely provision and coordination of staff learning resources and help, such as whether there is enough time, space, opportunity, motivation, guidance, feedback, etc. Strengthening follow-up and support after training can help enterprises ensure the continuity and consistency of training, and also enhance employees' learning confidence and motivation.

7. integration training and other human resource management activities

The seventh step of enterprise training is to integrate training with other human resource management activities, that is, to answer the questions of "what is training related to" and "how to coordinate. Training and other human resource management activities should be mutually supportive and mutually reinforcing, such as recruitment, performance, compensation, promotion, motivation, retention, etc., to form a complete talent management system. The coordination of training with other human resources management activities should be through the development and implementation of consistent policies, standards, processes, indicators, etc. to achieve strategic and operational consistency in human resources management. Integrating training with other human resource management activities can help companies optimize the structure and processes of human resource management, and can also improve employee loyalty and satisfaction.

8. learn from best practices and examples of training

The eighth step in corporate training is to learn from training best practices and examples, that is, to answer the questions of "who does it well" and "how to learn. The best practices and cases of training should come from excellent enterprises or organizations in different industries, fields, scales and cultures. They have successful experiences and lessons in the design, implementation and evaluation of training, which are worth learning and learning. The best practice of training and case study should be through a variety of channels and ways, such as reading, observation, access, communication, cooperation, imitation, etc., in order to acquire and absorb useful knowledge and skills. Learning from training best practices and cases can help companies broaden their training horizons and ideas, and can also stimulate training creativity and inspiration.

9. use of external resources and platforms for training

The ninth step of enterprise training is to use the external resources and platforms of training, that is, to answer the two questions of "what can be used" and "how to use. The external resources and platforms for training should come from training suppliers, partners, professional institutions, social organizations, etc. They can provide a wealth of training products, services, consulting, certification, etc. to meet the different training needs of enterprises. The use of external resources and platforms for training should be through effective selection, evaluation, communication, coordination, supervision, etc., to ensure the quality and effectiveness of training. The use of external resources and platforms for training can help companies save the cost and time of training, and can also improve the professionalism and diversity of training.

10. establish a mechanism for continuous learning and improvement of training

The tenth step of enterprise training is to establish a continuous learning and improvement mechanism for training, that is, to answer the two questions of "how to continue training" and "how to improve. The continuous learning and improvement mechanism of training should be through the establishment and improvement of training planning, organization, implementation, evaluation, feedback, improvement and other aspects of the system, process, standards, indicators, etc., to form a closed-loop training management system. The establishment of continuous learning and improvement mechanism of training should be through continuous monitoring, analysis, summary, sharing, learning, innovation, etc., in order to achieve continuous optimization and improvement of training. The establishment of a continuous learning and improvement mechanism for training can help enterprises adapt to the changes and challenges of training, and can also enhance the competitiveness and influence of training.

Conclusion

Enterprise training is a complex and important work, which requires enterprise leaders and trainers to have clear goals, scientific methods, rich experience, innovative thinking and so on. According to the practice of enterprise training of Shangpu Consulting Group, this paper puts forward ten skills of enterprise training, it includes defining training objectives and needs, designing training programs and courses, preparing training materials and equipment, implementing training activities and interactions, evaluating training effects and feedback, strengthening follow-up and support after training, integrating training with other human resources management activities, learning from training best practices and cases, using external resources and platforms for training, and establishing continuous learning and improvement mechanisms for training.