1. 1 formal education, short-term training is not perfect.

Academic education is formalized. Colleges and universities undertaking academic education can't give face-to-face lectures and counseling on time, but in the end they can all get the corresponding diplomas, but they can't reach the professional knowledge that these diplomas should have, and there is a phenomenon of "real diploma and false level". Short-term training has the problem of imperfect teaching equipment. For example, short-term computer training, due to poor consideration, too many people participated in the study and training at the same time, resulting in insufficient computer classrooms; In the training process, only theory is emphasized, not computer operation. For such a course, which requires extremely high practical ability, the training effect will be greatly reduced if the course form is only theoretical without computer realization, and some training materials and modules are too old to be suitable for the application of new software. Sometimes, in order to reduce the training cost, the training materials can't be complete, and the learning plan can only be completed, which leads to the training becoming a mere formality and can't achieve the training purpose.

1.2 The daily training is not in place and the training system is not implemented.

At present, the training and education network system of railway bureau, station, workshop and team is implemented for staff education and training. In the actual training process, the daily training of the team combined with the actual production is the key link to implement the training system. However, due to the change of production tasks, when there is a contradiction between tasks and learning, the task is often the most important, and the learning time of employee education and training can not be guaranteed, which leads to the low quality of training and can not be truly implemented in the daily business training of employees. At present, there is no specific method to solve this contradiction, so the daily training management system of employees needs to be further improved and implemented.

1.3 The incentive mechanism is not perfect, and employees' learning initiative is low.

Railway work is labor-intensive, business learning incentive mechanism is not perfect, and rewards and punishments are small. With the improvement of people's living standards, workers think that no matter how much they study, their wages will not increase and they will not decrease if they don't study. Therefore, workers lack the motivation to learn and have no initiative and enthusiasm to learn.

1.4 The education level is uneven and the training content is flawed.

At present, the composition of employees in railway enterprises is roughly divided into: demobilized soldiers, non-professional employees transferred from other units, and college students. These people have different levels of education, regardless of academic qualifications and age, and they start learning from the same starting point in the training process, which leads to the phenomenon that "once you know it, you will get tired of it, but once you play it, you will not understand it", and there will be no training effect; It is not hierarchical and targeted adaptive training, but practical skills operation training for employees with higher academic qualifications, and training for employees with lower academic qualifications combining practical skills operation with theoretical knowledge. However, in reality, diversified, flexible and applicable training methods are not adopted, but the training tasks are completed dogmatically as planned. At the beginning of each month, the training content is determined by the office, and the problems existing in the site are not analyzed, which leads to the disconnection between the training content and the site, the failure to clarify the needs of employees and solve practical problems, and the training content is completed as a form and task to cope with the superior inspection, which has low pertinence and applicability. Therefore, this kind of training content not only wastes resources, but also fails to achieve the training purpose.

2 do a good job in employee education and training countermeasures

To do a good job in the education and training of railway employees, managers must attach great importance to the education and training of employees, increase the investment and management of education and training of employees, and avoid the formulation of "shifting the focus of work to improving the quality of employees" in documents and speeches. However, there are also embarrassing situations in practical work. When you are busy, you say "center", do "eccentricity" and centrifuge. With the rapid development of railway modernization, new technologies and equipment are pouring in, which requires leaders to change their ideas, increase investment and management in staff education and training, attach importance to financial support for staff education, improve enterprise basic teaching system, invest in modern teaching facilities, and increase equipment such as multimedia teaching, computer local area network teaching and simulation teaching. After these devices are put into use, the shortage of teachers can be solved, so as to do a good job in the education and training of employees. In addition, the above strategies should not stay in words and documents, but should really work hard. Only in this way can we meet the needs of the rapid development of modern railways and ensure the safety of railway transportation.