(A) the lack of supervision and evaluation of the training effect

The training of most enterprises only pays attention to the on-site conditions at the time of training, for example, it only evaluates superficial things such as the organization of training and the performance of trainers, but does not evaluate the impact of training on employee behavior and even the overall performance of the company.

(B) the training plan is not scientific enough

As a systematic project of human resources development, training should be planned and targeted. However, at present, the training work of most enterprises in China lacks scientific and reasonable arrangements, mainly in the following aspects: the training work lacks scientific training demand analysis and only meets immediate interests and short-term needs; Long-term training and short-term training together, lack of systematic arrangements, can not achieve the expected results; Training lacks foresight, and enterprise talent demand forecasting and talent planning are not in place; It is difficult for employees to participate in designing training plans, and their enthusiasm for participating in training is low.

(C) training results lack of transformation environment

When employees return to work after training, they need an environment that can transform the training results into enterprise benefits. Only with the support of superior leaders, communication and mutual assistance among colleagues, support of funds, supporting facilities and related policies, and coordination of time can the training effect be effectively transferred to practical work. However, in the real working environment, leaders often don't support, colleagues don't cooperate, funds are tight, time is tight, etc., which leads to the phenomenon of low conversion rate of training effect, which makes enterprises only see training and can't see the effect.

(D) Backward training methods and techniques

The training of employees in most enterprises is mainly based on "classroom teaching", and the training is often centered on teachers, and there is a lack of communication between the two sides. This traditional training method is far from the effect of "case teaching method", "group discussion method" and "module training mode" adopted by developed countries in Europe and America. Moreover, the training methods are mostly limited to the three-stage mode of "teacher speaking, student listening and examination", and enterprises rarely invite experts to hold technical training courses and special lectures, especially state-owned enterprises that train employees through modern computer network technology.

(E) the training content is backward

There are many contents of enterprise training, which generally consists of three parts: knowledge training, skill training and attitude training. Enterprise training in our country mainly stays in the training of employees' knowledge and skills, and it is not done enough in other aspects such as the inheritance of enterprise culture, the enhancement of enterprise cohesion and the stimulation of employees' work enthusiasm, which leads to only paying attention to it.

Training effect skills training, ignoring attitude training. Although the skills of employees have been greatly improved, they lack correct working attitude and excellent professionalism. The end result is that the staff turnover rate remains high and the training investment of enterprises is wasted.

(A) the lack of supervision and evaluation of the training effect

The training of most enterprises only pays attention to the on-site conditions at the time of training, for example, it only evaluates superficial things such as the organization of training and the performance of trainers, but does not evaluate the impact of training on employee behavior and even the overall performance of the company.