(2) Lack of understanding. Some units do not pay enough attention to the education and training of cadres, and regard the education and training of cadres as a soft task, saying that it is important, paying attention to secondary issues and not being busy. They think that cadre education and training is a formality, wasting energy, money, material resources and manpower.
(3) Management is not strict, and it is difficult to adjust and manage. The contradiction between cadres' work and study is prominent, and they do not participate in training as required under the pretext of tight funds and busy work; A few cadres only "make friends, visit friends and recuperate", and their study is not active, active and solid, which affects the training quality.
(D) The training method is single, and the training content is not targeted. First, the teaching methods are outdated, spoon-feeding is widely used, and the teaching methods are lack of innovation, which makes students sound monotonous. Second, the training content is not new, the integration of theory with practice is not close enough, the analysis of practical problems is few and not thorough, some professional knowledge training that meets the requirements of the times and is urgently needed by cadres can not keep up, and there is a problem of "taking medicine alone", which makes it difficult to apply what they have learned and affects the enthusiasm of cadres to participate in training.
(E) The implementation of incentive measures is not good enough. The evaluation results of cadre training are underutilized, and there is a phenomenon that training is out of touch with use. Cadres have neither the motivation nor the pressure to learn, resulting in the same disadvantages as learning without learning, learning well and learning poorly.