培训效益是指受训者经培训提高回到工作岗位所带来的效益与培训投资的差额。差额的值越大培训效益就越高，反之培训效益越低。如何能够实现培训的高效益应该是企业培训管理的重要内容。第一、培训之前要进行培训成本和收益分析，以确定培训方式。培训方式分为派员工出去培训和在企业内部培训两种形式。内部培训又可分为请人来培训和自己培训两种。至于采用那种培训形式则要根据培训旧标进行成本和收益分析。在培训目标确定以后，培训方法选择的原则是：能内部培训的不外出培训，能请人培训的不外出培训，非要外出培训的必是非去不可的。那个费用低就采用哪种方法，尽可能的不采用外送培训。凡是派出培训的人员一定要给他下达任务要求，否则难保培训效果。 Training effectiveness refers to the trainee training to improve the return of jobs brought about by the difference between benefits and training investment. The greater the value of the difference, the higher the training benefit, the lower the training benefit. How to realize the high benefit of training should be an important part of the training management of enterprises. First, training costs and benefits should be analyzed before training to determine the training methods. Training is divided into sending staff to go out training and training in the enterprise in two forms. Internal training can be divided into two kinds of training and training. As for the kind of training forms will be based on the training of the old standard cost and revenue analysis. After the training objectives are set, the principle of training method selection is: no internal training can be out of training, can not invite people to train out of training, must go to training must go. That low cost on which approach to adopt, as far as possible not to use delivery training. All sent personnel training must give him the mission requirements, otherwise difficult to guarantee the training effect.