The main reasons for this phenomenon are:

1. The training content cannot arouse the interest of employees. If the training organizer determines the training content without analyzing the needs in advance and communicating with the employees, the employees will lose their enthusiasm and initiative to participate in the training.

2. Training has not improved employees' performance. The reason why enterprises carry out training is to improve the professional ability and work performance of employees, so as to improve their work efficiency and bring economic benefits to enterprises. However, many enterprises have not achieved the expected goals through training.

3. Training has no obvious promotion effect on employees' promotion. Promotion can motivate employees to work hard, so whether training can promote employees' promotion is an important index to evaluate the training effect. If employees are promoted through training, they will realize the important influence of enterprise training on their career development. When employees fail to achieve promotion for a long time, employees will think that training is meaningless.

Countermeasures to solve the problem of enterprise training

1, change the concept of leaders and make them pay attention to and support employee training.

If a company wants to do a good job in employee training systematically and standardly, it must first change the concept of managers, so that managers can fully realize the importance of training to the development of the company, realize that employee training is an investment income activity of human capital, and the output is far greater than the input, abandon the "training uselessness theory" and "training waste theory" and correctly understand the training work.

2. Make a training plan according to the training demand analysis.

When making a training plan according to the training demand analysis, the training plan must also specify the training purpose, training objectives, training objects and contents, training scope, training scale, training time, training place, training expenses, training methods, trained teachers and plan implementation.