This will lead to the lack of support from various departments and senior leaders, which is not conducive to the overall operation of the enterprise.

2, unclear understanding of training, thinking that training is only the study of skills or theories.

This will make the training out of touch with the long-term development of the enterprise, and the enterprise can't really make suggestions for its business strategy.

3. Only the middle-level and grass-roots employees were trained, but the top management was neglected, or the management was generally trained. The quality of employees is getting higher and higher, but managers have not been promoted as they should be.

This will lead to the skill conflict between management and employees, and the phenomenon of "ceiling" or "glass body" will appear.

4. Ignoring the supervision and talent promotion in the later stage of training, resulting in brain drain after training.

The most direct result is to form an illusion that training is to make wedding clothes for others, so that enterprises dare not hold training easily again.

5, think that training is a kind of welfare, ignoring the obligations and responsibilities of employees to participate in training.

This will lead to employees not paying attention to training and not playing their due role.

6. There is no training demand analysis, the training is not targeted, and the training project setting is unreasonable, which leads to the training effect with half the effort.

When conducting research, most employees want to strengthen the pertinence of training, which is directly related to whether the training needs are effectively carried out.

7. Inadequate supervision means, poor communication channels and improper training methods lead to twice the result with half the effort.

The training effect depends on many factors, such as training methods, training instructors, preparation before training, etc. Only by comprehensive consideration can most students master it.

8. Training lacks an effective evaluation mechanism and the training results lack a transformation environment, which leads to the disconnection between training and actual work, so that employees think that training is of little significance.

The success rate of training transformation depends largely on whether there is an environment that can promote the transformation of training results. Training must also be linked with motivation and assessment, otherwise it will easily lead employees to forget what they have learned and think that training is of little help to their work and is of little use.

9. Training is omnipotent, and training is only thought of when there are problems.

This has entered another misunderstanding, paying too much attention to training, and making training bear the "unbearable weight". Training can only solve the problem of "no", but can't solve the problem of "no".