Small And Medium-sized High-tech Enterprises Staff Training Problem Research

21st century is the era of knowledge economy. In this era, everything changes rapidly, especially the depreciation rate of knowledge. In nowadays, human capital has been growing into a key part deciding whether enterprises can achieve a triumph in violent market competition. Do not pay attention to and even to resist learning and training is getting more expensive. As the inland open economy demonstrative region of China, Chongqing New North Zone has not only most favorable supportive policies, but also national Chongqing Software Part, Chongqing Biological Industry Base and Business Incubator for Returned Personnel. In addition, it is the national High-tech Service Industry Base in Chongqing with a large number of top500enterprises and ten key small and medium-sized high-tech enterprises of Chongqing. Depending on its distinctive geographical superiority, the zone has obtained the rapid development of society and continuous progress of science and technology. The number and size of small and medium-sized high-tech enterprises in Chongqing New North Zone are also growing steadily. However, if these enterprises would like to remain invincible, employee training is undoubtedly the important method to not only foster the quality of employee, but improve the core competitiveness of enterprises. Therefore, the investigation on employee training in small and medium-sized high-tech enterprises of Chongqing New North Zone, having important reference value, provides essential data support for the research on employee training of small and medium-sized high-tech enterprises.In order to be successful, small and medium-sized high-tech enterprises must emphasize and attach the importance of employee training from a strategic and overall perspective. But in real life, it is extremely difficult to smoothly carry out employee training in small and medium-sized high-tech enterprises with some reasons such as only esteeming training as behavior of simple input, not fully understanding the investment value of training, not to mention establishing internal trainers in enterprises; as training demand increases, training market in shortly supply, training market management more confusion and so on. Employee training dos not play its positive role in the development of enterprises. More and more decision-makers show their confusions on employee training, even believe training is not an economic investment behavior. Those concepts above are misunderstandings on employee training.Training system of small and medium-sized high-tech enterprises should be a circle closed system. It should aim at establishing learning organization finally and be oriented towards enterprise strategy development so as to build and improve enterprise training culture, training strategy and training implementation management system which is composed of five steps including training needs analysis, training target confirmation, training plan formulation, training scheme implementation and training scheme evaluation. However, there are not only some problems on theory and practice of establishment of training system, but certain gaps with market economy like indistinct training needs, single training contents, too traditional training methods and little training evaluation.Consequently, concerning employee training in small and medium-sized high-tech enterprises, we should gradually change our cognizance for training, establish correct training concept and training input system. At the same time of inputting for training, we should realize the economic benefit of training and expand new concepts of using training expenses. From the training management and training system’s point of view, we should carry out professional management for training so as to establish a systematized training system. In the meantime, we should standard training market through improving regulations and policies, strengthen the construction of enterprises’ teachers through perfecting internal trainers’ appointment system and so on. Only in this way, employee training in small and medium-sized high-tech enterprises can accomplish not enterprises’, but employees’ development goals so as to achieve a win-win. And these also provide new research ideas for the research on employee training in small and medium-sized high-tech enterprises.