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 adapt to the strategy, objectives, culture and changes of the enterprise. The importance of enterprise training is self-evident. It can help employees improve their personal quality and professional ability, enhance job satisfaction and loyalty, promote teamwork and innovation, and improve the competitiveness and performance of enterprises.

However, enterprise training is not easy, it needs to be based on the actual situation and needs of enterprises, scientific and reasonable training design and implementation, in order to achieve the desired results. This is the pain point and difficulty of many enterprises in training. They often lack professional trainers, training resources, training methods and training evaluation, which leads to poor training effect and even backfire.

Therefore, many companies will choose to cooperate with consulting companies, with the expertise, experience and resources of consulting companies to improve the quality and effectiveness of corporate training. So, how do consulting firms conduct corporate training? This paper will analyze the purpose, principles, processes, methods and evaluation of corporate training from the perspective of consulting firms, in order to provide some reference and inspiration for enterprises.

The purpose of 1. enterprise training

The purpose of enterprise training refers to the final expected result of training, which is the starting point and destination of training design and implementation, and also the basis of training evaluation. When consulting companies conduct corporate training, they will determine the purpose of training based on the company's strategy, goals, culture and changes, as well as the status, needs and potential of employees. Generally, it can be divided into the following four levels:

（1) Long-term purpose: training activities to meet the needs of human resources for the strategic development of the enterprise, such as training the core competitiveness of the enterprise, building the learning organization of the enterprise, and establishing the leadership echelon of the enterprise.

（2) Annual purpose: training activities to meet the human resource needs of the enterprise's annual operation, such as to improve the enterprise's market share, customer satisfaction, quality level, efficiency level, etc.

（3) Job purpose: training activities to meet the knowledge, skills, attitudes and behaviors required by employees to complete their jobs at a high level, such as to improve their professional skills, communication skills, teamwork capabilities, and innovation capabilities.

（4) Personal purpose: training activities provided by the company to meet the needs of employees to achieve their career planning goals, such as to help employees achieve career transformation, promotion, development, etc.

In determining the purpose of corporate training, consulting firms will useSMARTprinciple, namely, specific (Specific), measurable (Measurable), achievable (Achievable), related (Relevant) and time-bound (Time-bound). For example, a specific training purpose can be: to improve the sales skills and performance of the sales staff, so that they can achieve sales growth within three months.10%The goal, not simply: to improve the ability of sales personnel.

Principles of 2. Enterprise Training

The principle of enterprise training refers to the basic norms and requirements of training design and implementation, which is an important guarantee to ensure the effectiveness and efficiency of training. Consulting companies in corporate training, will follow the following principles:

（1) Demand-oriented principle: that is, the content and form of training.

（2) Goal-oriented principle: that is, the design and implementation of training should focus on the purpose of training, avoid deviation from the theme or form, and ensure the effectiveness and value of training.

（3) Participation-oriented principle: that is, the design and implementation of training should fully consider the characteristics, needs and wishes of the trainees, stimulate their interest and motivation in training, encourage them to actively participate in training, and improve the absorption and conversion rate of training.

（4) Practice-oriented principle: that is, the design and implementation of training should pay attention to the practicality and operability of training, and let the trainees experience and practice the knowledge and skills learned in the training by means of cases, simulations, games, role-playing, etc., so as to enhance their application and innovation ability in the work.

（5) Feedback-oriented principle: I .e., an effective feedback mechanism shall be established for the design and implementation of training, timely collection and analysis of opinions and suggestions from trainees, trainers, training managers and other parties, evaluation and improvement of the training process and results, and improvement of the quality and level of training.

3. enterprise training process

The process of enterprise training refers to the main steps and links of training design and implementation, which is an important guide to ensure the orderly conduct of training. When consulting companies conduct corporate training, they will follow the following four-stage process:

（1) Training needs analysis: that is, through surveys, interviews, tests, etc., to collect and analyze the strategy, objectives, culture and changes of the enterprise, as well as the current situation, needs and potential of employees, so as to determine the purpose, object, content, form, method, time, place, budget, etc.

（2) Training program design: according to the results of training needs analysis, formulate specific training plans and programs, including training topics, objectives, contents, forms, methods, time, place, budget, trainers, training materials, training equipment, etc., and communicate and confirm with the enterprise.

（32) Implementation of training activities: training activities shall be organized and implemented according to the requirements of the training program, including preparation in the early stage, mid-term implementation and later summary of the training. Meanwhile, the training process data and feedback information shall be collected and recorded for training evaluation and improvement.

（4) Evaluation of training effect: Evaluate and analyze the effect and value of training by means of questionnaire, test, interview and observation, including the satisfaction, learning degree, behavior degree and result degree of training, and put forward the advantages and disadvantages of training, as well as suggestions and measures for improvement.

Methods of 4. Enterprise Training

The method of enterprise training refers to the specific means and techniques of training design and implementation, which is an important choice to ensure the interest and effectiveness of training. When consulting companies conduct corporate training, they will choose appropriate training methods according to the purpose, object, content, form, etc. of the training, which can generally be divided into the following two categories:

（1) Traditional training methods: that is, teacher-led, knowledge transfer as the main content, classroom teaching as the main form of training methods, such as lectures, demonstrations, discussions, case studies, etc. The advantages of this kind of method are clear structure, systematic content, suitable for imparting theoretical knowledge and basic skills, but the disadvantage is the lack of interaction, easy to cause the training object's boredom and resistance.

（2) Modern training methods: that is, training methods with students as the main body, knowledge application as the main content, and experiential learning as the main form, such as simulation, games, role-playing, action learning, tutoring, coaching, tutorial system, etc. The advantages of this type of method are that it is creative, practical in content, and suitable for developing advanced skills and complex capabilities, but the disadvantages are that it is more difficult, costly, and requires professional trainers and equipment.

Evaluation of 5. Enterprise Training

The evaluation of enterprise training refers to the systematic measurement and analysis of the effect and value of training, which is an important means to ensure the continuous improvement of training. When consulting firms conduct corporate training, they use the following four-level evaluation model:

（1) Satisfaction assessment: through questionnaires, interviews, etc., to understand the satisfaction of the trainees with the training, including the training content, form, method, time, place, trainer, training materials, training equipment, etc., as well as the training atmosphere, interaction, interest, etc. This is the most basic level of training evaluation, mainly reflecting the quality and form of training.

（2) Learning assessment: that is, through testing, observation and other means, to understand the degree of knowledge, skills, attitudes and behaviors learned by the trainees in the training, including the comparison before and after the training, the performance in the training, the review after the training, etc. This is the second level of training evaluation, which mainly reflects the content and effect of training.

（3) Behavior evaluation: that is, through interviews, observation and other means, to understand the degree of knowledge, skills, attitudes and behaviors applied and transformed by the trainees in their work, including the comparison before and after work, performance in work, feedback after work, etc. This is the third level of training evaluation, which mainly reflects the practicality and operability of training.

（4) Result evaluation: that is, through data, reports, etc., to understand the degree of performance and value brought by the training object in the work, including individual, team, department, enterprise and other indicators at all levels, such as sales, profit margin, customer satisfaction, employee satisfaction, market share, competitiveness, etc. This is the highest level of training evaluation, mainly reflecting the effectiveness and value of training.

In short, enterprise training is a complex and important work, it needs according to the actual situation and needs of enterprises, scientific and reasonable training design and implementation, in order to achieve the desired effect and value. As a professional service provider for enterprise training, consulting companies can provide enterprises with professional training knowledge, experience and resources to help enterprises enhance the value of training.