First, the introduction of the company's business history, purpose, scale and development prospects, to motivate employees to work actively for the prosperity of the enterprise to make contributions;
Second, the introduction of the company's rules and regulations and job responsibilities, so that the employees consciously abide by the rules and regulations of the company in the course of their work, and all work According to the rules, standards, procedures, and systems set out by the company. Including: wages, bonuses, allowances, insurance, vacation, medical, promotion and transfer, traffic, accidents, complaints and other personnel regulations; welfare programs, job descriptions, job descriptions, labor conditions, job specifications, performance standards, work evaluation mechanism, labor order and other work requirements.
Third, the introduction of the enterprise's internal organizational structure, the power system, the service coordination network and process between the departments, the relevant departments to deal with the feedback mechanism. To make new employees clear in the enterprise to communicate information, submit proposals, so that new employees understand and familiar with the functions of each department, so that in the future work can accurately contact with the relevant departments, and at any time on the work of the issue of suggestions or complaints;
Fourth, business training, so that new employees are familiar with and master the main skills required to complete their respective jobs and related information
v. Introduce the enterprise's business scope, main products, market positioning, target customers, competitive environment, etc., to enhance the market awareness of new employees;
vi. Introduce the enterprise's safety measures, so that employees understand what safety work includes, how to do a good job of safety work, how to find and deal with safety work in the general problem, to enhance their safety awareness;
vii. The company's culture, values and goals are communicated. Let new employees know what the company opposes, what it encourages, and what it pursues;
viii. Introduce the enterprise to the norms of employee behavior and conduct. Such as on professional ethics, environmental order, work and rest system, expenditure regulations, contact and service language, instrumentation, appearance, mental outlook, talk, dress and other requirements.
Question 2: What are all the corporate training Hello, 158 Education Online is at your service!
By position
Human resources training, strategic management training, procurement training, production training, logistics training, corporate culture training, business etiquette training, marketing training, sales training, employee professionalism training, responsibility system training, financial management system training.
According to the training mode
Enterprise training: is the training company according to the needs of corporate training, tailored for the enterprise enterprise courses, with training time, training location of the full flexibility. Enterprise training is a training program commonly used by the world's top 500 companies. More and more domestic companies are also beginning to realize that corporate training can often best meet their training and development needs.
It can be divided into company training, departmental training, job training, self-study, and out-of-home training.
1, company training, company training management department according to the training master plan organization, the whole company's public **** part of the training, such as my company's training in the basics of GMP, pharmaceutical regulations, microbiological knowledge, 6S knowledge, QC activities, knowledge, safety knowledge, etc.;
2, departmental training, the departments according to the company's training master plan organization, and the various types of knowledge related to the department of training, such as my company training. Knowledge of the training, such as my company's training in the job duties, job operation law, etc.;
3, job training, job training for employees to carry out the actual operation of the skills of training and mutual learning within the post.
4, self-study, the employee's own initiative to re-learn professional knowledge and operational skills exercise.
Enterprise open class:
Enterprise open class is a public lecture in the form of training services for business units or individuals to provide job skills enhancement, suitable for people to participate in the open class training covers all levels of society, such as just from the sales knowledge of the staff training, or senior from the senior experience of the senior president of the training.
Network online training:
Network training: the information revolution has had a profound impact on all areas of society, the development of society requires people to have a newer knowledge system, faster to grasp the ever-changing times. But the traditional education model obviously can not keep up with the pace of knowledge replacement and information explosion. At the beginning of the century, education is developing in the direction of "lifelong". As a natural carrier of information, the network will respond to the trend of informationization through its unique functions in the field of education.
According to the duty of training
The first category: training for the job, the purpose is to let employees meet the requirements of the job.
The second category: improve training, to enhance job performance.
The third category: development training, career planning training for employees, there are 10 million companies in China, less than one-thousandth of such training companies.
The fourth category: humanities training, humanities, music, parenting, clothing, less than one in ten thousand.
The fifth category: expansion training, which is a kind of outdoor experiential training. Experiential training emphasizes employees to feel the learning, rather than a single classroom lecture. In experiential training, employees are the master of the process. If employees feel that they are in control of the course, they will pay more attention to the process of the activity - no one is closer to their heart than they are. Outreach training is also a much more preferred and pragmatic type of training for companies.
Corporate training experts companies are very important to staff training, quality training is the mother of efficient management, which is evident in the evaluation of the training work, the positioning of the high.
The development of enterprises can not be separated from the long-term effective training, training is one of the best ways to batch manufacturing enterprises need talent.
Bank training
The basic training mainly includes: the bank's internal situation, bank business training, professional image training. The main contents of the class: strategic management, organizational behavior, human resources, corporate culture, information technology construction, public marketing, financial services programs, risk management, etc.. High-level training includes: macroeconomic analysis, policy interpretation, financial funds declaration and other special training.
Outward Bound Training
Outward Bound Training combines elements of high and low challenge, from which participants can be improved at both individual and team levels through training in crisis, leadership, communication, facing adversity and counseling. Outward Bound training emphasizes participants to "feel" the learning rather than just listening to lectures in the classroom. Research data shows that the absorption level of traditional classroom learning is about 25%, while the absorption level of experiential learning, which requires participants to participate in actual operations, is as high as 75%, which can more effectively transfer information to the participants. The expansion of training is a typical outdoor experiential training.
To experience, experience sharing as the form of teaching the emergence of the expansion of training, breaking the traditional training model, it does not instill you with a certain knowledge or training a certain skill, but to set up a special environment, so that you are directly involved in the entire teaching process, in the participation ...... >>
Question 3: What is the content of the training given to employees by the enterprise? Well, I am the enterprise internal trainer, I tell you some common sense of our system. Employee training content, generally divided into three categories:
First category: mentality, ideology, accounting for 10%;
The second category: skills, basic job skills and professional job skills. Accounting for 60%;
The third category: knowledge. There are company knowledge, industry knowledge, vocational knowledge, professional job knowledge and marginal knowledge. Accounting for 30%.
-- Then there is a different classification of employees, can be divided into new employees, full-time employees, promoted employees, professional positions in the four major categories of employees; if the nature of the work we will be divided into service employees (physical labor-based employees), section employees (regular clerks, plug that office are applicable), professional Employees (with professional skills, such as graphic design, ah, planning copywriting ah), management staff (in short, is "official", the accurate definition of the cadres above the middle level). According to different employees or types of development of different training courses.
Here's a detailed table for new employee orientation. This is the content I developed for our business, I deleted something about the company's copyright, the other you can refer to:--
New employee training courses
First, the four stages of training:
First stage: quality improvement
Second stage: industry knowledge <
Stage 3: Skills Mastery
Stage 4: Reporting and Acceptance
Second, the necessary skills of the staff: 3 recitation, 5 songs, 8 exercises and 16 classes
(a) Recitation (3 recitation): the company's corporate culture class.
(b) Songs (5 songs): the company's corporate culture song.
(C) sign language exercises (8 exercises): eight sign language exercises.
(D) course (16 lessons):
Main point: teach newcomers 16 lessons, the establishment of the "three hearts" (three hearts: confidence in the industry; confidence in the company; confidence in their own ability to make a difference in the company's platform; the two will: service consciousness; brand awareness).
(1) Positioning - life goal management
(2) Positive heart - mindset education
(3) Ming direction - industry introduction
(4) Know yourself - the evolution and development of the enterprise
(5) taste - corporate culture
(6) check the trend - market analysis
(7) remodeling -- Recruit Management
(8) Know Your Manners -- Workplace Etiquette
(9) Promotion -- Commodity Introduction
(10) Self-awareness
(11) initial development - customer development
(12) practice - understand the whole process of the job business function
(13) promotion -- Understanding the promotion system
(14) etiquette -- Understanding business etiquette services
(15) sales service -- good after-sales service
(16) enlistment -Newcomer welcome ceremony
(V) mentality examination (10%): talks, written tests, on-site observation.
(VI) Skills inspection (60%):
(VII) Knowledge inspection (40%):
(1) industry knowledge
(2) company knowledge
(3) product expertise
(4) operational skills expertise
Question 4: What do companies want to train? The content of employee training in the enterprise is mainly divided into three Part: (A) should know the knowledge employees should understand the enterprise's development strategy, corporate vision, rules and regulations, corporate culture, market prospects and competition; employees' job responsibilities and the basic knowledge and skills of their jobs; how to save costs, control expenditures and improve efficiency; how to deal with all the problems occurring in the workplace, in particular safety issues and quality accidents and so on. This kind of courses should be completed by human resources and department heads *** with the division of labor and mutual supervision. For some rules and regulations and corporate culture, all employees are required to be able to understand, recognize and comply. Like Mengniu, if the staff does not have a good code of conduct, what makes the enterprise high-speed development? (ii) Skills Skills are the ability to meet the needs of the work necessary, and skills are to be obtained through continuous practice, practice makes perfect, like typing, the more you practice the more skills. Enterprise senior cadres must have the skills of strategic goal-setting and implementation, leadership training; enterprise management skills of middle-level cadres are goal management, time management, effective communication, program implementation, teamwork, quality management, marketing management, etc., that is, executive training, grass-roots employees are according to the plan, according to the process, according to the standards of operational implementation, to complete the task of the necessary ability to train. (C) attitude training Attitude determines everything! There is no good attitude, even if the ability to good is useless. Employee attitude determines its dedication, teamwork, interpersonal relationships and personal career development, the ability to establish a correct outlook on life and values, shaping the spirit of professionalism. This aspect of training, most companies do is very inadequate. Training guru Yu Shiwei believes that: the biggest difference between Chinese and Western enterprises is that our employees are not professional enough. Enterprises have little training on employee professionalism, and many of our executives are not professional enough, not to mention the middle and lower level employees, and the degree of employee professionalism is a serious constraint to the development of the enterprise. Employee's work attitude is to use the right concept to guide, good corporate culture to cultivate, reasonable system to motivate; appreciate the progress of the staff, so that they establish a strong self-confidence; a correct view of themselves and the enterprise, according to their strengths to arrange their work, in order to create good performance. To help employees realize their self-worth, enterprises and employees can *** with the growth. Social impatience, educational deficiencies, distorted values, people's prejudice against wealth and success,, seriously affecting the development of enterprises and social progress, who can be a high level, one step ahead of others in education and training to guide the staff's attitudes, has laid the cornerstone of the success of the enterprise. Japanese enterprise training and management, drawing on the experience of the United States, combined with the country's national conditions, the use of the practice of Chinese Confucianism, so they are very successful. At present, combined with China's realities, small and medium-sized enterprises need the most training is the staff's attitude, such as a positive attitude, gratitude, teamwork, effective communication, social etiquette, etc.; practical knowledge and application of tools, such as the eight principles of quality management, 5S, QC seven techniques, goal management, time management, SWOT analysis, lean production, etc., which are very practical. However, many companies have not put the cart before the horse, these basic training are not good, and go to listen to what NLP, success, really a pity.
Question 5: What are the main contents of the enterprise to be trained This is more:
First of all, according to the classification of trainers
There are new staff induction training, skills training of key personnel, middle-level staff training in the implementation of leadership training at the senior level;
Secondly, according to the training of teachers to points:
There are internal training and external training.
According to the course system
There are safety training, skills training, special types of training, time management training, corporate system training, corporate culture training, goal management training, etiquette training.
Question six: What is the most important training content of China's corporate training The content of the enterprise's employee training is mainly divided into three parts: (a) the knowledge that should be known Employees should understand the development strategy of the enterprise, corporate vision, rules and regulations, corporate culture, market prospects and competition; employees' job responsibilities and the basics of the work of the basic knowledge and skills; how to save costs, control expenditures, and improve efficiency; How to deal with all the problems occurring in the work, especially safety problems and quality accidents. This kind of courses should be completed by human resources and department heads*** together, dividing the work and supervising each other. For some rules and regulations and corporate culture, it is required that all employees can understand, recognize and comply. Just like Mengniu, if employees do not have a good code of conduct, what makes the enterprise high-speed development? (ii) Skills Skills are the ability to meet the needs of the work necessary, and skills are to be obtained through continuous practice, practice makes perfect, like typing, the more you practice the more skills. Enterprise senior cadres must have the skills of strategic goal-setting and implementation, leadership training; enterprise management skills of middle-level cadres are goal management, time management, effective communication, program implementation, teamwork, quality management, marketing management, etc., that is, executive training, grass-roots employees are according to the plan, according to the process, according to the standards of operational implementation, to complete the task of the necessary ability to train. (C) attitude training Attitude determines everything! There is no good attitude, even if the ability to good is useless. Employee attitude determines its dedication, teamwork, interpersonal relationships and personal career development, the ability to establish a correct outlook on life and values, shaping the spirit of professionalism. This aspect of training, most companies do is very inadequate. Training guru Yu Shiwei believes that: the biggest difference between Chinese and Western enterprises is that our employees are not professional enough. Enterprises have little training on employee professionalism, and many of our executives are not professional enough, not to mention the middle and lower level employees, and the degree of employee professionalism is a serious constraint to the development of the enterprise. Employee's work attitude is to be guided by the correct concept, good corporate culture to inculcate, a reasonable system to motivate; appreciate the progress of the staff, so that they establish a strong self-confidence; a correct view of their own and the enterprise, according to their specialties to arrange their work, in order to create a good performance. To help employees realize their self-worth, enterprises and employees can *** with the growth. Social impatience, educational deficiencies, distorted values, people's prejudice against wealth and success,, seriously affecting the development of enterprises and social progress, who can be a high level, one step ahead of others in education and training to guide the staff's attitudes, has laid the cornerstone of the success of the enterprise. Japanese enterprise training and management, drawing on the experience of the United States, combined with the country's national conditions, the use of the practice of Chinese Confucianism, so they are very successful. At present, combined with China's realities, small and medium-sized enterprises need the most training is the staff's attitude, such as a positive attitude, gratitude, teamwork, effective communication, social etiquette, etc.; practical knowledge and application of tools, such as the eight principles of quality management, 5S, QC seven techniques, goal management, time management, SWOT analysis, lean production, etc., which are very practical. However, many companies have not put the cart before the horse, these basic training are not good, and go to listen to what NLP, success, really a pity.
Question 7: What aspects of corporate training Currently, corporate training is not only focused on improving the professional skills of employees, many aspects of training are also very important. The following aspects are Shengshi Jucai training company to summarize: 1, the staff of professional skills training: the staff of professional skills has always been the most concerned about the majority of enterprises, many companies in the recruitment of the reason why the importance of work experience is often also because of the demand in this area. Initially, the majority of enterprises to carry out training work also go in the promotion of vocational skills for employees, so this aspect of the work for the current enterprise training work is not a big problem, enterprises need to pay attention to is in the training of all aspects of work to avoid the phenomenon of losing the other side of the picture. 2, the training of corporate culture: said that the corporate culture, a lot of people's concepts tend to flash through " Vague" kind of words, corporate culture training and other work there are indeed some vague, but the importance of corporate culture can not be ignored. Specifically, corporate culture is not as vague as imagined, in fact, also has a very important role. A good corporate culture can promote the influence of the enterprise, for the sense of belonging of employees within the enterprise will also have a very good effect. The world's most notable companies often have their own characteristics of corporate culture. 3, long-term development: an employee working in an enterprise, we must find ways to stay long enough. This stay long enough, not to tell you to mingle, and not just that, must stay long enough in which a business, but to stay long enough in the industry you say you choose. Employees are choosing the industry first, and then they are choosing the company. What was our motivation when we first chose the industry? What was the motivation to come into this business? Even if one day I can leave this business, but it is impossible to leave this industry. The above is the current enterprise management training work content selection issues, here to prompt business managers to focus on this aspect of the work, effective and efficient promotion of training to protect the long-term development of enterprises.
Question 8: What is included in the training program Specifically, a complete corporate training program should include the following:
(a) the purpose of the training
The purpose of the training is to explain why the staff training. Regardless of the type of training planning design should be the beginning of a brief summary of the purpose of employee training. Only clear training purposes, in order to establish the objectives of employee training, scope, object and content, fundamentally determines the scale and extent of the various resources involved in training planning.
(ii) the goal of training
The goal of training is mainly to solve what kind of standards should be achieved in employee training. It is based on the purpose of training, combined with the allocation of training resources, the purpose of training specific, quantitative, indicators and standardization. Determination of objectives can also effectively guide trainers and trainees to master the measure of the effectiveness of training and standards, to find the answers to the complex problems that arise in the training process, to further understand their own role in the organization and their own role in the organization, clear the direction of future development and efforts to lay the foundation for the implementation of training planning.
(C) training object and content
Determine the training object and content, that is, clear training who, what training, what type of training. This content is generally re-training needs analysis through a series of surveys and comprehensive analysis of the work task has been determined. Sometimes corporate decision-makers, out of interest in a particular training content, often lack the use of quantitative indicators of training needs for in-depth technical analysis. Therefore, in determining the training object and the type of training, the need to use a variety of systematic scientific methods, clear who most need training, the most important need to train what, what kind of approach needs to be used, the organization of what kind of nature and type of training.
(D) the scope of training
The scope of enterprise staff training generally include four levels, namely, individual, grassroots (shift or project team), department (functional and business sectors) and enterprise. Such as apprenticeship training, self-study, job skills training, labor discipline and regulations training, safety and labor hygiene management, basic cultural knowledge training, computer skills training, public **** management training, qualification training and so on.
(V) The scale of training
The scale of training is affected by many factors, such as the number of people, places, the nature of training, tools, and costs. If the training is only for individuals, it is not necessary to form a special class, but only need to provide training equipment, methods, procedures, teaching materials and other teaching conditions and instructors. If the number of trainees is large and the duration of the training is long, it is necessary to consider the training place, accommodation, teachers, teaching materials, methods and procedures, as well as to formulate the necessary attendance system, work and rest schedules, and to set up temporary trainees' associations and organizational and management bodies. In general, the technical requirements of the higher professional training, the scale is not very large; invited celebrities to speak lectures, you can expand the scale; the use of lectures, discussions, case studies, role-playing training methods, the scale of the training should be controlled within a certain range.
(F) the time of training
The time schedule of training by the scope of training, object, content, mode and cost, as well as other factors related to training. Such as thematic reports are generally arranged for half a day to a day can be; more complex training content, generally to centralized training, and its time needs to be based on the content of the training specific delineation. Again, in order to improve job skills as the characteristics of continuing education is generally arranged to double or phased trainee learning.
(VII) the location of the training
The location of the training generally refers to the trainees to receive training in the region and training places. Such as job skills training for individuals, generally arranged at the work site or workshop; other types of training can be arranged at the work site, can also be arranged in specific locations, such as training centers, vocational schools, laboratories, microcomputer rooms, classrooms and other places.
(H) the cost of training
The cost of training is also known as the cost of training, which refers to all the costs incurred by the enterprise in the process of employee training, including the preparation of training, the implementation of the training process, as well as the end of the training after the evaluation of the effect of various activities related to the sum of the various costs. Training costs are composed of the following two parts:
1. Direct training costs, refers to the implementation of the training organization in the process of trainers and trainees in the sum of all costs. Such as the cost of training teachers, trainees to and from the transportation, food and lodging costs, the rental cost of classroom equipment, materials issued to purchase the cost, as well as the implementation of training in the process of other expenses.
2. Indirect training costs, refers to the implementation of the process of training organizations outside the enterprise to pay the sum of all costs. Such as the design of the training program costs, training management costs, the training object of the training period of wages and benefits, as well as the evaluation of the training program costs.
Training planning should be in accordance with the direct and indirect training cost accounting, in order to report, approval ...... >>
Question 9: What are the contents of the enterprise to the employee training The training of new employees should include four aspects of the will training, cognitive training, vocational training, skills training courses.
Will training Will training is mainly in the form of military training, the purpose is to cultivate new people's spirit of hard work, simple and thrifty style and teamwork awareness.
The length of military training needs to be determined according to the actual situation of the enterprise, but at least one week, up to a month is appropriate. Too little time, new employees have not entered the state of the end, too long a period of time will cause boredom of employees, and then the cost of the enterprise will also increase significantly.
During the military training, it is recommended that the night is not used to engage in military training, but should use this time to carry out a diverse range of activities to enrich the life, dilute the boring sense of military training. For example, you can combine the actual situation of the enterprise to carry out speech contests, debates, small-scale gala, etc., so that not only can strengthen the familiar exchange between new employees, but also for the enterprise to find some excellent talent.
Cognitive training
Cognitive training mainly includes corporate profile, introduction of the main managers of the enterprise, the enterprise system, the staff code, corporate culture, etc. The way of learning to implement centralized training, and by the company's managers and human resources department to speak. Cognitive training is mainly to help new employees to comprehensively and accurately recognize the enterprise, understand the enterprise, so as soon as possible to find their own positioning in the enterprise.
Cognitive training time of 2 days is good, it is recommended to add 1 day to lead new employees to visit the company's factories or representative of the place, and to arrange for discussion and exchange. After the cognitive training, a cognitive test must be conducted to strengthen the memory and understanding of the basic knowledge of the company in the employees' minds.
Vocational training
Vocational training is designed to enable new employees, especially students just out of school, to complete the role of transition to become a professional staff. Its content mainly includes: social etiquette, interpersonal relationships, communication and negotiation, scientific work methods, career planning, stress management and emotional control, teamwork skills, etc. The training is centralized, and the instructors are based on the actual situation of the enterprise, both internal and external.
It should be noted that the form of vocational training must be diversified, should not be used in the form of preaching, as far as possible, the use of interactive, so that new employees in the process of interaction to comprehend the knowledge learned, so that it can be used in the future work. Of course, the end of vocational training can still be assessed, it is recommended to use open assessment methods, such as essays or scenario simulation.
Skills training
Skills training is mainly combined with the new employees will soon be on the job and professional skills training, many companies now "master-apprentice system" is one of the forms of skills training.
Personally, I think there are two training modes of skills training: one is centralized training, that is, the job skill requirements of the same or similar to the new employees to focus on training, so that you can expand the scope of the dissemination of skills to save training costs, but communication is difficult to deepen and to reach a certain number of people to be suitable for centralized training; a decentralized training, that is, by the skilled veteran employees to the corresponding position of newcomers to guide, and determine the guidance responsibility system. The first is decentralized training, that is, by skilled veteran employees to guide the newcomers in the corresponding positions, and to determine the guidance responsibility system, an old employee can guide one or more new employees. However, in practice, we often combine these two training modes to make better skills training.
Question 10: What aspects of the enterprise to the staff training needs to be trained (a) should know the knowledge of the main employees to understand the development strategy of the enterprise, corporate vision, rules and regulations, corporate culture, market prospects and competition; employees' job responsibilities and the basic knowledge and skills of the work; how to save costs, control expenditures, improve efficiency; how to deal with all the problems occurring in the work, especially safety issues and quality accidents, and so on. Especially safety issues and quality accidents, etc. This type of course should be human resources and department heads *** with the completion of the division of labor and mutual supervision. For some rules and regulations and corporate culture, all employees are required to understand, recognize and comply with. Like Mengniu, if the staff does not have a good code of conduct, what is the basis for high-speed development of the enterprise? (ii) Skills skills skills are necessary to meet the needs of the work capacity, and skills are to be obtained through continuous practice, practice makes perfect, like typing, the more you practice the more skills. Enterprise senior cadres must have the skills of strategic goal-setting and implementation, leadership training; enterprise management skills of middle-level cadres are goal management, time management, effective communication, program implementation, teamwork, quality management, marketing management, etc., that is, the implementation of training, grass-roots staff is according to the plan, according to the process, according to the standards of operational implementation, to complete the task of the necessary ability to train. (C) attitude training Attitude determines everything! There is no good attitude, even if the ability to be good is useless. Employee attitude determines its dedication, teamwork, interpersonal relationships and personal career development, the ability to establish a correct outlook on life and values, shaping the spirit of professionalism. This aspect of training, most companies do is very inadequate. Training guru Yu Shiwei believes that: the biggest difference between Chinese and Western enterprises is that our employees are not professional enough. Enterprises have little training on employee professionalism, and many of our executives are not professional enough, not to mention the middle and lower level employees, and the degree of employee professionalism is a serious constraint to the development of the enterprise. Employee's work attitude is to use the correct concept to guide, good corporate culture to cultivate, reasonable system to motivate; appreciate the progress of the staff, so that they establish a strong self-confidence; a correct view of their own and the enterprise, according to their strengths to arrange their work, in order to create good performance. To help employees realize their self-worth, enterprises and employees can *** with the growth. Social impatience, educational deficiencies, social transformation, the distortion of values, people's prejudice against wealth and success, seriously affecting the development of enterprises and social progress, who can be a high level, one step ahead of others in education and training to guide the staff's attitudes, has laid the cornerstone of the success of the enterprise. Japanese enterprise training and management, drawing on the experience of the United States, combined with the country's national conditions, the use of the practice of Chinese Confucianism, so they are very successful. At present, combined with China's realities, small and medium-sized enterprises need the most training is the staff's attitude, like a positive mindset, gratitude, teamwork, effective communication, social etiquette, etc.; the application of practical knowledge and tools, like the eight principles of quality management, 5S, PDCA, QC seven techniques, the principle of the four don't let go, goal management, time management, SWOT analysis, lean production, etc., these are very practical. These are all very practical. However, many companies have not put the cart before the horse, these basic training are not good, and go to listen to what NLP, success, it is really a pity.