According to media reports recently, Shanghai has supported enterprises in carrying out new apprenticeship training courses in recent years, with more than 30000 new apprentices being trained. From the manufacturing and service industries to high-tech industries, the new apprenticeship system for enterprises has blossomed everywhere in Shanghai. In 2021, the Ministry of Human Resources and Social Security, the Ministry of Finance, and others jointly issued documents to deploy the comprehensive implementation of the new apprenticeship system for Chinese characteristic enterprises. The practice and achievements of over 30000 frontline workers in Shanghai who "enter the enterprise as soon as they enter the school" are a microcosm of this action. The new apprenticeship system of enterprises is a system where enterprises serve as the main body of education, and collaborate with vocational schools, training institutions, and other institutions to cultivate highly skilled talents. The trainees sign labor contracts with the enterprise for at least one year, with the main focus on newly recruited and transferred personnel for skilled positions. Through the dual system of enterprise school and the integration of work and learning, a team of dual mentors is jointly formed to carry out teaching and cultivate technical technicians who meet the needs of enterprise positions. This can effectively meet the talent needs of high-quality development in the manufacturing industry, and also avoid problems such as insufficient depth of cooperation between traditional vocational education schools and enterprises, and easy disconnection between talent cultivation and enterprise production needs. Currently, there is a significant talent gap in the high-quality development of China's manufacturing industry. According to relevant data from the Ministry of Human Resources and Social Security, it is expected that by 2025, the talent gap in the top ten key areas of China's manufacturing industry will exceed 30 million people. It is important and urgent to promote a new apprenticeship system for enterprises, create a more dynamic and efficient training mechanism, and accelerate the construction of skilled talent teams. The modern industry is developing rapidly, constantly emerging new technologies and professions. In recent years, the country has successively issued technical skill standards for emerging professional and technical personnel in 10 countries, including intelligent manufacturing, big data, blockchain, integrated circuits, and artificial intelligence. The new edition of the Occupational Classification Dictionary includes 97 digital professions and 133 green professions, all of which put forward higher requirements for the cultivation of high-level talents in the manufacturing industry. To this end, in the implementation and implementation of the new apprenticeship system in enterprises, priority should be given to cultivating emerging vocational and skilled talents in order to fill the talent gap in this area more quickly. During the training period, enterprises must bear the basic salary of apprentices, training tuition fees, master's apprenticeship allowance, work-related injury insurance, equipment wear and tear fees, etc. The comprehensive training costs are relatively high, and it is difficult for enterprises to recover the training costs in the short term. At present, the government's financial subsidy is 60% of the tuition fees for apprentices, and the advance payment in the early stage does not exceed 50%. If the apprenticeship training is not qualified, the enterprise cannot obtain other expenses, resulting in the cost of talent cultivation invested by the enterprise exceeding the financial subsidy, which affects the cultivation motivation of the enterprise. Therefore, local governments can formulate training incentive measures, improve financial subsidy policies, and provide preferential policies to enterprises that actively carry out apprenticeship training and achieve good results, thereby enhancing the enthusiasm of enterprises to carry out new apprenticeship training. Apprentices have a dual identity as employees in enterprises and registered students in vocational training institutions. Apprentices have low income and high assessment pressure during the 1-2 year training period; Employees who undergo job transfer training are generally older and have a lower level of education, and are slow to accept new knowledge and skills; Enterprises generally lack incentive measures for trained and qualified apprentices. The existence of these practical factors can easily lead to insufficient confidence among apprentices and their participation in training