Problems Existing In Training For Dealers In Garment Enterprises (Continued)

Therefore, the selection of training subjects can be divided into two forms: first, to meet the needs of the majority of trainees, and to provide training for meeting more participants; two, after training the quality and knowledge of the trainees, the training content is set up as a teaching service for new knowledge and skills.

In either way, the lecturer and the enterprise should know the needs of trainees before the start of training, and set up the training content based on the lecturers as the main body in order to make the training more practical.

Some garment enterprises that I have experienced will only consider training for dealers as a "welfare" measure. It seems that with training, dealers can sell more products, and dealers with training enterprises can enhance a level. If only for training the strength of enterprises in front of dealers or training for training, they will not only be useless for dealers, but will also become a burden for enterprises.

For the consideration of business and long-term development, training should be a long-term and systematic system. It needs not only targeted training courses and contents, but also more requirements and planning for distributors and enterprises in addition to training courses, such as the requirements of trainees' quality, the characteristics of enterprise operation, the difference of regional development of dealers, and the market demand situation and development trend at this stage.

This is not just a problem with the setup of training content, but also the fact that after the end of the training period, the enterprises failed to link the training to the actual work.

And in the tracking research after training, enterprises can also understand the application effect of each trainee, so that they can be added and improved in the next training course.