Enterprise training refers to the planned, organized and purposeful education and training activities for employees in order to improve their knowledge, skills, attitudes and behaviors to meet the needs of the development of the enterprise. Enterprise training is an important means to improve the quality of employees and organizational performance, and it is also a key factor for enterprises to achieve strategic goals. With the intensification of market competition and the renewal of technology, the demand and importance of enterprise training are increasing day by day. Enterprise training has become one of the necessary conditions and core competitiveness of enterprise development.

However, the quality of enterprise training is affected by many aspects, such as training needs analysis, training plan formulation, training implementation management, training effect evaluation and so on. How to improve the quality of enterprise training so that training can really play its due role is an important and complex problem faced by enterprise training managers. Taking Shangpu Consulting Group as an example, this paper discusses how to improve the quality of enterprise training, and puts forward the following suggestions.

1. establish a sound training process

Training process refers to a series of steps and links experienced by training activities from the beginning to the end, which is the foundation and core of training management. A perfect training process can ensure the orderly training, improve the quality and efficiency of training, and avoid the waste and mistakes of training. Generally speaking, the training process includes the following aspects:

Training needs analysis. Training needs analysis refers to the systematic investigation and analysis of the enterprise's development strategy, organizational goals, employee performance, etc., to determine the necessity, urgency and feasibility of training, to clarify the objectives, objects, content, methods and other elements of training, to provide a basis for the development of training plans. Training needs analysis is the first and most important step in the training process, which directly determines the direction and focus of training and affects the effectiveness and benefits of training. Training needs analysis should be combined with the actual situation of the enterprise, not only to consider the long-term development of the enterprise, but also to consider the current problems of employees, not only to analyze the needs of management from top to bottom, but also to collect the needs of front-line employees from bottom to top, not only to analyze the quantitative needs of training, but also to analyze the quality needs of training, and strive to be comprehensive, accurate, objective and scientific.

Training plan development. Training plan formulation refers to the formulation of specific training programs based on the results of training needs analysis, including training objectives, content, methods, methods, personnel, time, place, budget, evaluation and other elements, to provide guidance and guarantee for the implementation of training. The formulation of training plan is the second and key step of the training process. It involves all aspects of training and requires training managers to have strong comprehensive ability and innovation ability. They can choose appropriate training methods and methods according to different training objects, training contents and training objectives, design interesting training courses and activities, arrange reasonable training time and place, and control the cost and quality of training, develop effective training evaluation standards and methods.

Training implementation management. Training implementation management refers to the organization and implementation of training activities according to the arrangement of the training plan, including the preparation, implementation, supervision, coordination and adjustment of training. It is the third and most important step of the training process, which directly affects the quality and efficiency of the training process. Training implementation management requires training managers to have strong organizational and communication skills, and be able to effectively coordinate all resources of training, such as trainers, training venues, training materials, training equipment, etc., to ensure the smooth progress of training. At the same time, they should also be able to supervise and inspect the progress of training in a timely manner, and make appropriate adjustments and improvements to the content and methods of training according to the feedback information of training, improve the flexibility and pertinence of training.

Evaluation of training effectiveness. Training effect evaluation refers to the systematic measurement and analysis of the results and effects of training activities to determine whether the training has achieved the expected goals, and to provide basis and suggestions for the improvement and perfection of training. Training effect evaluation is the fourth step of the training process, and it is also an essential step. It can reflect the value and contribution of training, improve the quality and efficiency of training, and enhance the credibility and influence of training. The training effect evaluation should adopt scientific evaluation methods, such as Kirkpatrick's four-level training evaluation model, which comprehensively tests and feedbacks the training effect from the four levels of reaction, learning, behavior and result. At the same time, the cost and income of training should be considered, the input-output analysis of training should be carried out, and the rate of return and net present value of training should be calculated, so as to provide the basis for training decision-making and investment.

To sum up, the establishment of a sound training process is a basic prerequisite and condition to improve the quality of enterprise training, and it is also a continuous process and cycle, which requires training managers to continuously monitor and improve to adapt to the changes and development of enterprises and employees.

2. Construction of Knowledge Management System

Knowledge management refers to the effective management of knowledge acquisition, creation, storage, sharing, learning, application and other activities to maximize the use of knowledge and improve the organization's innovation ability and competitive advantage. Knowledge management is an important way and means to improve the quality of enterprise training, and it is also a core content and goal, which can realize the continuity and continuity of training and improve the efficiency and effect of training. Building a knowledge management system requires training managers in the following areas:

Establish strategies and objectives for knowledge management. The strategy and goal of knowledge management refers to determining the direction and focus of knowledge management according to the development vision and strategy of the enterprise, clarifying the expectations and standards of knowledge management, and providing guidance and motivation for the implementation of knowledge management. The strategy and objectives of knowledge management should be consistent with the strategy and objectives of the enterprise, reflect the core values and competitiveness of the enterprise, and at the same time, consider the knowledge resources and knowledge needs of the enterprise, analyze the current situation and gaps of knowledge, formulate knowledge priorities and plans, and ensure the feasibility and effectiveness of knowledge management.

Building an organization and culture for knowledge management. The organization and culture of knowledge management refers to the organization and culture of knowledge management through the establishment of specialized institutions and personnel for knowledge management, as well as the cultivation of the atmosphere and values of knowledge management, so as to provide support and guarantee for the implementation of knowledge management. The organization and culture of knowledge management should reflect the importance and urgency of knowledge management, stimulate the participation and responsibility of knowledge management, and at the same time, create the openness and cooperation of knowledge management, promote the exchange and cooperation of knowledge management, and form the consensus and win-win situation of knowledge management.

Implementation of knowledge management processes and activities. The process and activities of knowledge management refer to the effective management of knowledge acquisition, creation, storage, sharing, learning, application and other activities through the use of knowledge management methods and tools, so as to maximize the use of knowledge and provide content and results for the implementation of knowledge management. The process and activities of knowledge management should follow the process and norms of knowledge management to ensure the quality and safety of knowledge, and at the same time, we should also pay attention to the innovation and improvement of knowledge management, improve the value and efficiency of knowledge, and realize the continuous development and renewal of knowledge.

To sum up, building a knowledge management system is an effective way and means to improve the quality of enterprise training, and it is also a long-term process and goal, which requires training managers to continuously learn and practice to adapt to the changes and development of knowledge.

3. effective use of external training resources

External training resources refer to other training resources other than enterprise training, such as training institutions, consulting companies, universities, industry associations, government departments, network platforms, etc., which can provide professional training services, consulting services, education services, information services, etc. for enterprise training, so as to improve the professionalism and pertinence of enterprise training. Effective use of external training resources is a necessary condition and way to improve the quality of enterprise training, and it is also a common trend and phenomenon. It can realize the diversity and interaction of training, and improve the efficiency and effect of training. Effective use of external training resources requires training managers to start from the following aspects:

Select appropriate external training resources. Choosing the right external training resources refers to selecting the most suitable ones for enterprise training according to the needs and objectives of enterprise training, so as to provide the best service and support for enterprise training. To select suitable external training resources, we should comprehensively consider the professionalism, reliability, adaptability, cost-effectiveness and other factors of external training resources. At the same time, we should also consider the credibility, reputation, cooperation experience and other factors of external training resources. Through comparison and screening, we can find the external training resources that are most suitable for enterprise training.

Establish good external training cooperation. Establishing a good external training cooperation relationship refers to reaching an agreed cooperation intention and cooperation agreement through communication and consultation with external training resources, so as to provide a stable cooperation foundation and cooperation guarantee for the implementation of enterprise training. To establish a good external training cooperation relationship, we should follow the principles and norms of cooperation, clarify the purpose, content, method, responsibility, rights, obligations and other elements of cooperation, at the same time, we should also pay attention to the trust, respect, understanding, support and other elements of cooperation, and form a long-term cooperative partnership through the establishment and maintenance of cooperation.

Evaluate and improve the effectiveness of external training cooperation. Evaluating and improving the effectiveness of external training cooperation refers to the systematic measurement and analysis of the results and effects of external training cooperation, judging whether the external training cooperation has achieved the expected goals, and providing basis and suggestions for the improvement and perfection of external training cooperation. To evaluate and improve the effect of external training cooperation, scientific evaluation methods should be adopted, such as balanced scorecard, logical model, case study, etc., to comprehensively test and feedback the effect of external training cooperation from multiple angles and dimensions. At the same time, the costs and benefits of external training cooperation should be considered, the input-output analysis of external training cooperation should be carried out, and the rate of return and net present value of external training cooperation should be calculated, in order to provide a basis for decision-making and investment in external training cooperation.

To sum up, the effective use of external training resources is a necessary condition and way to improve the quality of enterprise training, and it is also a common trend and phenomenon, which requires training managers to constantly select and evaluate to adapt to the changes and development of external training resources.

4. summary and outlook

Taking Shangpu Consulting Group as an example, this paper discusses how to improve the quality of enterprise training, and puts forward three suggestions, such as establishing a perfect training process, building a knowledge management system, and making effective use of external training resources, hoping to inspire and help the management and practice of enterprise training. Of course, improving the quality of corporate training also requires the attention and support of corporate executives, the professionalism and innovation of training managers, the skills and enthusiasm of trainers, and the initiative and initiative of trainees. Only by forming a good training atmosphere and culture, In order to achieve the greatest value of training. In the future work, we will continue to pay attention to the development and changes of enterprise training, constantly explore and summarize new methods and new experiences to improve the quality of enterprise training, and make contributions to the theory and practice of enterprise training.