Enterprise training is an important means to enhance the ability of employees and the competitiveness of enterprises, but many enterprises lack a clear understanding of the core value of training and effective practice. Some companies treat training as a form or burden, just to cope with external supervision or internal assessment, rather than to solve practical problems or create value. Some companies treat training as an input or cost, focusing only on the quantity or quality of training, not on the effectiveness or impact of training. Some enterprises regard training as a tool or means, only pay attention to the content or method of training, but not the goal or strategy of training.

So, what is the core value of enterprise training? This paper discusses the core value of enterprise training from three aspects, namely: cultivating the core quality of employees, stimulating the intrinsic motivation of employees, and establishing the continuous learning system of employees.

First, cultivate the core quality of employees. In today's rapidly changing and highly competitive market environment, employees need to have the core qualities that not only adapt to the needs of the current position, but also meet the challenges and opportunities of the future. These core qualities include: professional skills, communication and collaboration, innovative thinking, leadership, self-management, etc. These core qualities can not only improve the performance and efficiency of employees in the post, but also enhance the influence and value of employees in the organization. Therefore, corporate training should aim at the core literacy of employees, and design and implement training plans and courses that meet the development stage and personality characteristics of employees.

For example, Champ Consulting provided a set of professional skills training programs for a well-known automobile manufacturer for its sales team. The program has developed training courses and evaluation criteria based on the different skill modules that salespeople need to master in the sales process, such as product knowledge, market analysis, customer communication, negotiation skills, etc. At the same time, the program has developed different training paths and difficulties according to the different ranks and experiences of the sales staff, such as junior, intermediate, senior, manager, etc. Through such a training program, sales staff can choose appropriate training courses and methods according to their actual situation and needs, and improve their professional skills, thereby improving sales performance and customer satisfaction.

Second, motivate employees. In today's diverse and personalized socio-cultural context, employees need incentives that meet not only their material needs, but also their spiritual needs. These spiritual needs include: autonomy, sense of ability, sense of belonging and so on. These spiritual needs can stimulate the intrinsic motivation of employees, that is, the motivation of employees to participate in the work out of their interest and enthusiasm for the work itself. Compared with extrinsic motivation, that is, the motivation of employees to participate in the work out of the reward or punishment outside the work, intrinsic motivation can more effectively promote the positive attitude and behavior of employees, such as initiative, creativity, loyalty and so on. Therefore, corporate training should be guided by the intrinsic motivation of employees, providing and supporting training opportunities and environments that meet the interests and expectations of employees.

For example, Champ Consulting provided a set of innovative thinking training programs for a well-known Internet company for its R & D team. The program designs corresponding training courses and activities according to the different thinking modes that R & D personnel need to use in the innovation process, such as discovering problems, analyzing problems, solving problems, etc. At the same time, the program provides different training methods and resources, such as video tutorials, online platforms, laboratories, etc., according to the different interests and preferences of R & D personnel, such as theoretical, practical, and exploratory. Through such a training program, R & D personnel can choose appropriate training courses and methods according to their own interests and expectations, stimulate their innovative thinking ability, so as to improve product quality and market competitiveness.

Third, establish a continuous learning system for employees. In today's knowledge economy era of rapid learning and continuous progress, employees need to have the continuous learning ability not only to complete the knowledge and skills needed to complete the current task, but also to constantly update and expand their knowledge and skills. This kind of continuous learning ability includes: learning willingness, learning strategy, learning feedback and so on. This continuous learning ability can not only help employees adapt to changes and seize opportunities, but also promote their personal growth and career development. Therefore, enterprise training should be based on the continuous learning ability of employees, and establish and improve the training system and mechanism in line with the characteristics and needs of employees.

For example, Champ Consulting provided a leadership training program for a well-known financial institution for its management team. According to the different leadership models that managers need to show in the leadership process, such as situational leadership, change leadership, coach leadership, etc., the corresponding training courses and cases are designed. At the same time, the program has established different training systems and mechanisms, such as classroom training, online learning, counseling and guidance, according to the different learning stages and objectives of managers, such as introduction, promotion, refinement, etc. Through such a training program, managers can choose the appropriate training system and mechanism according to their own learning characteristics and needs, and establish their own continuous learning ability, so as to improve the level of leadership and team effectiveness.

In short, the core value of enterprise training is to cultivate the core quality of employees, stimulate the intrinsic motivation of employees, and establish the continuous learning system of employees. These three aspects are interrelated and mutually reinforcing, and together constitute the value chain of enterprise training. Enterprise training should be based on these three aspects to plan and implement training programs to achieve the goal of improving the performance of employees and enterprises. As a professional enterprise training consulting company, Shangpu Consulting has rich industry experience and professional knowledge. It can provide customized, interactive and data-based training solutions for enterprises of different types and sizes, help enterprises realize the core value of training and create the core competitiveness of enterprises.