Nowadays, the competition between enterprises is increasingly manifested as the competition of human capital. Training is undoubtedly an important means to improve the quality of employees, enhance the cohesion and core competitiveness of enterprises. At present, many enterprises are aware of this, and have taken training as one of the focuses of enterprise work. However, some enterprise managers and many employees still have some misunderstandings about training, which affects the effective development of training work to varying degrees.
Misunderstanding 1. Training is the business of the company's human resources department or full-time training institutions, and other departments have no responsibility and obligation. Who knows, the perfect training should be based on a multi-level, all-round, all-round structural system. Each department and unit has the obligation and requirement of training its own members. Human resources department is the organizer and participant of training.
Second, senior managers do not need training. Some top leaders of enterprises mistakenly believe that training is only for grass-roots, middle-level managers or ordinary employees. Top managers are busy and experienced, and they are top talent, so they don't need to.
It should be said that the quality of high-level leaders of enterprises has the greatest influence on the development of enterprises. Therefore, senior managers need to timely supplement knowledge, change ideas, constantly improve their ability, and explore the best mode of enterprise development. Therefore, many successful enterprises at home and abroad even regard training as a welfare and distribute it according to employees.
Third, training is omnipotent. It is a panacea that can be applied everywhere. It has the thought of eager for quick success and instant benefit. Some enterprises hope to solve all the problems existing in the development through training. For example, the output is not high because of the poor skills of the staff, so we need to train; the outflow of personnel is due to the lack of thinking and education of the staff, so we should strengthen the ideological training; the sales market can not be opened because the ability of the salesman is not enough, so we should strengthen the training of the professional quality of the salesman, and so on. It is undeniable that many problems in enterprises are indeed related to training. However, it is wishful thinking to expect a fundamental change in the quality of employees through a short period of training without any supporting measures. We should know that training is not a panacea, it is a complex and systematic project, which requires a lot of long-term and unremitting efforts.
Dongguan Beite packaging materials Co., Ltd. - located in Dongguan City, the world's manufacturing city, is a subsidiary of Beite packaging (China) Co., Ltd., with a plant area of 6000 square meters. It is a flexible packaging enterprise integrating R & D, production and sales. It has a complete set of domestic advanced production equipment, a scientific and humanized management system and a group of experienced technical personnel For backing, to provide customers with quality products and first-class service.
The company produces composite bags, roll film, fruit bags, aluminum foil bags, suction mouth bags, self-supporting bags, zipper bags, anti-static bags, special-shaped bags, etc., which are suitable for the internal and external packaging of food, daily chemicals, electronics, toys, medicine, cosmetics, industrial products and other industries.

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