Today in the 21st century, an organization made 80% of its competitors will also do so because the completion of the work, Total need access to information, knowledge, technology and raw materials, and resources for these parties are open. Therefore, an organization's success or failure will depend on its work another 20% and the other 20% is the human factor. Personnel has become whether we can stay in business, keep the core competitiveness of the key points and the outstanding talent of excellence from the education and training. Therefore, the importance of training has been growing enterprise attention. However, many businesses do in training, and fails to recognize that the analysis of the work of the training role. Since then start is the author, through analysis and training analysis of the close link between, caused enterprises to do training on job analysis attention. 1, the job specification and analysis work, it refers to all of the nature of the work, tasks, responsibilities, mutual relations and serving staff knowledge, skills, terms of investigation and research analysis, to the description of the scientific system and make the process standardized records. Through analysis, we can elaborate on the duties of officers at all levels, so as to avoid duplication of work, labor repeat, increase the personal and departmental efficiency and harmony. In personnel management and development of the various stages of work analysis is an effective means; In fact, It is a human resources management department of the essential tools, of course, the training also played a significant role. Analysis of the work on the final outcome was the formation duties brochures. Duty specification document is to demonstrate the results of the analysis work, the basic content including job description and serve note. Job description for the general expression of the contents of the work, tasks, responsibilities and the environment. and the incumbent note is for the expression of the incumbent eligibility requirements, such as skills, qualifications, training, experience, such as physical. Second, the analysis of the importance of a training, facilitate the training needs analysis to determine the purpose of the work is to understand the issues and the performance of the details of the content, and the standard reached and the work should have the knowledge and skills. The results of the analysis work is the future design and production-related training courses important source of information. Working analysis needs rich work experience active participation of the staff to provide comprehensive job information and data. Work based on analysis of the different analytical purposes can be divided into two categories : (a) general analysis. The general purpose is to enable anyone to quickly understand a work of the nature, scope and content, and as a basis for further analysis. (2) special task analysis. Analysis is based on the work of special working list of each unit basis against the elements examined in detail and record details of their work, the standard of knowledge and skills required. Work Analysis training needs analysis is the most tedious part, but Only work on accurate analysis and use it as a basis to guide the direction of training, establishment of a truly consistent with the performance and exceptional work environment training courses, stressed to complete work on the tasks at the core to the needs of staff at the core of the training. Through their work, ultimately forming duties brochures. Duty Word Memorandum of difference. Simple brochures only work on their duties and conditions of the brief description, because less information, its training help and guidance very limited role. A detailed statement of work for the post subordinate relationships, work environment, job responsibilities. and the incumbent's knowledge, skills, educational background, physiological and psychological qualities have a detailed description, right training can play a greater role in promoting support. Create detailed job specification, despite the relatively large workload, but the author's view, the statement of work or should some detail as possible. First : job responsibilities depicting the more detailed, more specific and performance indicators easier to develop and evaluate the process will become more impartial. Meanwhile objective evaluation of specific indicators will greatly reduce the appraisal and evaluation are among the differences and disputes, Performance appraisal to make their work more effective. By working staff performance analysis, training needs identification will be more scientific and rational, fair and reasonable performance evaluation can show staff capacity deficiencies in the Final performance evaluation is completed, reflect the needs of staff improvement plan that stimulates its potential Therefore performance appraisal training needs identified as an important source. Second : In accordance with the incumbent needed capacity standard (functions) and the staff's ability to conduct a comparative analysis to determine the members of business organizations in their respective posts on the job, thus determining training needs of the structure. 2, is conducive to the development of training programs through analysis work, clear overall organization of the training needs sequence is conducive to the formation of the overall organization of the training system. This training can based on the establishment of appropriate guidance and training. This involved training of the work and responsibility to accurately reflect the actual job requirements give employees training in the knowledge that the future skills and practical application of consistent, thus greatly reduce human resources training and development costs. Analysis of work qualifications, including : ① education and training : education, training, education, training experience, qualifications, qualifications. ② essential knowledge : the use of the equipment, material properties, processes, operational procedures and methods of operation, The selection and use of security technology, enterprise management know-how. ③ experience : completing the tasks required by the operational capacity and practical experience. Including : in the past engaged in similar work, such as seniority and performance; The work in the decision-making, creativity, organization, Adaptability, attention, judgment, intelligence and operational proficiency. ④ psychological qualities, that is, to finish the job requirements of the occupational aptitude. Including : physical aptitude : that the incumbent should possess walking, running, crawling, jumping, standing, rotation, balance, stretch thrust, vision, hearing, etc.; Temperament aptitude : that the incumbent should have the patience and meticulousness, calm, hard-working, honest, initiative and responsibility, dominance, emotional stability. Job analysis serving statements of qualifications and work out the responsibilities and qualifications. work in the training instructions have considerable value. While the work time, the environment features, for an effective training program to provide the detailed information, such as training courses, the time required for training, training officers on the selection, and so on. 3, to the launching of training through work, we may know better, according to corporate strategy, current or future period of time to develop the business decision or a major role in the workplace. all of the work itself is the most important task. Only work on accurate analysis and use it as the basis for, can set up training programs truly meet the enterprise performance and the special needs of the working environment, thus achieve targeted training, education and training to simplify the input, effectively reducing the cost of training blind, avoid wastage of resources. Analysis of post positions standards and workflow can enable new staff to accomplish the work faster, thereby reducing training workload. Enterprise workers on the job have the standards and requirements (including knowledge, skills, attitudes, etc.). These standards and requirements of the enterprise workers to their posts basic standards, If an enterprise does not have the staff to his appointment to the post standards and requirements, it should achieve through training posts standards. Detailed representation of qualifications can help staff to see clearly what their position from the requirements of gap they want to be promoted to higher level positions also areas in which further improved, improve staff training to the enthusiasm and initiative prompted the staff to continue to learn and progress. Through their work, help to complete the task of improving the performance of the target to measure the effectiveness of training, continually improve training. Training so that the organization's achievements in the growth contribution was accepted. 4, to transform training into training (transfer of training). that is to successfully complete the training, trainees to be effective and will continue to use skills they had learned to work. Research shows that a large number of managers and colleagues to support the training plays an important role. Training can be successful or not is the key to colleagues and managers to participate in the training activities whether or not a correct attitude whether they are willing to provide the trainees how to work effectively in the use of the training schools to the knowledge, skills, pattern of behavior information, and to provide the trainees how to use practical work by the contents of the training opportunities. If colleagues or managers have not taken the attitude or behavior, Well trained staff will be trained to use the actual harvest work is almost impossible. In terms of specification, there should be a clear description of posts, including positions between horizontal and vertical linkages. Must first clear that the next supervisory positions, which suffered under the supervision of the implementation and supervision; Secondly, should indicate to other posts, posts that internal horizontal linkages between. Through horizontal and vertical description, we can see that the posts in the organization system of the exact location. Through the posts, we can let managers and staff know, Who on their own right and who bears the responsibility for training, with which his colleagues should support and help each other, training will learn to better utilize the content of the work. The other hand, by post diagram, the established structure and content of the work, from the "vertical" integration on to the next project and the work to achieve the "rich" : and the work of the established structure and content, from the "horizontal" to increase high degree of correlation out the different jobs to achieve "diversity"; education and training as a planning and training needs of the benchmark survey, selected to the training needs of staff, again according to the organization's needs and personal abilities and interest, provide training opportunities for development and career as a staff planning important reference. Training is the ultimate goal for the development of enterprises strategy, but also with personal career development, and realize the quality of the staff and business strategy of matching that staff service enterprises, encourage enterprises to achieve strategic objectives, also in accordance with a clear career development goals, the corresponding level by participating in the training, personal development, access to personal achievements, and the staff of enterprises common development. Third, to work, to do better training of the above, we can see that to work, The training not only for preliminary work has a very important role in guiding the same time, training in the implementation and post-training into effect, also played a significant role, it must attach importance to the work, we can do better in training.