【正文】 higher. 4, case study method: the training of clients, through to the relevant background information, to find a suitable solution. The use of lowcost, effective feedback can be an effective analysis of the training of students problemsolving abilities. In addition, training in recent years studies have shown that the case, discussion can also be used for the training of knowledge category, and better. 5, roleplaying method: training grant to train teachers in the work of the design of which play a role in the training of teachers and other students in the students after performing the appropriate ments. As a result of multidirectional transmission of information, feedback effects, and practical, and lowcost, and thus more capacity for human relations training. 6, selflearning method: This approach is more suitable for the general concept of knowledge, with emphasis on adult learning as a result of experience and understanding of the properties, so that a certain learning ability and selfconscious students is both economical and practical approach, but this method There are also deficiencies in poor supervision. 7, group interaction law: also known as sensitivity training. This method is mainly applicable to the management of interpersonal and munication training. Training to enable trainees to experience activities to enhance their ability to deal with interpersonal relationships. The advantage is improved interpersonal relationships and munication skills, but its effects depend on the level of teacher training. 8, Network Training Act: is a new type of puter work information on training methods, greater input. However, due to the use of flexible and distributed learning in line with new trends, focus on training students to save time and costs. Large amount of information in this way, new knowledge and new delivery concepts have obvious advantages, it is more suitable for adult learning. Therefore, for the strength of the popular business, training and development is an inevitable trend. The classification of training methods 1. Smile Training: to serve the people, through a variety of special events, a speech full of passion, as well as recognition of participants, so that participants feel that the training process very interesting. 2. HandsOn Training: First of all new workers need to perform their work after the observation, and then, through long experience with those who mentor or work colleagues together, to digest, absorb and purpose of the skills. 3. Instrument Training: Through a standardized, there is no organization or organizations for the work of the evaluation tools tailored to obtain the relevant skills and their knowledge and information. 4. ObjectiveBased Instuction: including a structured, guiding the training design, the focus is to better the implementation of a work, the incumbent must learn the specific knowledge and skills. 5. Enterprises House: by inviting trainers to a series of staff training. 6. Public courses: to participate in shortterm training courses, jobrelated enterprises for the delivery of the staff to learn the relevant short courses, you can end the cost of provincial and corporate training people in different positions and better training. 7. The professional training courses: there is a similar human resources MBA classes, classes, director of the longterm nature of these highend training courses, a set of professional knowledge into the system, it is time to start the use of industry and better facilitate the incumbent charge. The role of training and development Employee training, as the ability to directly raise the level of managers and staff skills, providing new ideas, knowledge, information, skills, petence and professional growth of employees, the fundamental spirit of innovation and an excellent way to approach is the most important human resources development, investment in physical capital than the more important investment in human capital. With China39。 in accordance with the objectives and strategies for enterprise development the development of training plans, training and development and business in close connection with the longterm development. 2. Theory with practice and apply what they have learned the principles of Staff training should be targeted clear, from the practical amp。 some may be obvious after a number of years in order to receive the results, especially for training managers. Therefore, many panies see training as an input but not output to lose money transactions, the current emphasis is often placed on the interests of the arrangements, No admittance except on business to attend training, and in genuine need of trained personnel due to the heavy task and can not leave. The results on the knowledge there will not use or do not have the training of specialized households to make the training a real input into not only the output of the loss transactions. So amp。 the training system organizations, educational institutions, if divided, can be divided into for three ca