1, lack of understanding of the importance of training, being a mere formality and going through the motions. Training is a basic work of civil servant management, but in actual management work, it often focuses on appointment, promotion and transfer, ignoring the training and re-education of civil servants, paying insufficient attention to the idea of training and working hard; Moreover, many civil servants think that they have received formal, scientific and systematic education in colleges and universities, and they don't need "reprocessing" in their work, so their enthusiasm for participating in training is not high, and they lack enthusiasm and initiative, which makes the training work a mere formality.

2. The structure of training content is unreasonable, resulting in the phenomenon of learning without using it. At present, there is a general tendency in the training of civil servants: emphasizing the study of political theory and ignoring the study of economic theory; Attach importance to theoretical training, ignoring professional knowledge, technical knowledge and post ability training; Emphasis on hierarchical training, ignoring on-demand teaching and classified training; Moreover, there is little content involved in expanding knowledge, enhancing ability and cultivating creative thinking. The poor practicality and pertinence of training, and the disconnection between training and use, not only make the training lose its purpose, but also make the trainers lack motivation, resulting in the phenomenon of learning without using it.

3. The training methods and means are single, and the training quality is not high. At present, the training methods of civil servants are still mainly face-to-face, teaching materials and classroom teaching. There are few practical exercises, case analysis and investigation in the teaching process. This kind of indoctrination training lacks application, scientificity and flexibility. It is not only difficult to improve students' interest in learning, but also unable to focus on cultivating civil servants' analytical ability and administrative decision-making ability, resulting in low training quality and unsatisfactory learning effect.

4. The evaluation mechanism of training effect is not perfect, and the effect of training effect is not obvious enough. At present, we pay attention to the training and learning process, ignoring the evaluation of training effect, failing to adopt scientific and effective methods to test and measure the knowledge and skills learned by students, and lacking the follow-up management after training. Moreover, there is a "fault zone" between civil servant training and promotion, and the two are not combined. Although the training results are regarded as one of the bases for civil servants' assessment and promotion, the application of training results and achievements in civil servants' management is relaxed, and the phenomenon of "training is the same as not training, and the training results are the same" appears, which gives people who avoid training an opportunity.

5. The training institutions are not perfect and the construction of training bases is backward. At present, there are not a few training institutions for cadres in party and government departments. Party committees and administrative colleges have party schools. However, in the aspect of training civil servants, the characteristics of this training system are not prominent enough, the industry and pertinence are not strong, and there is no characteristic and complementarity. Moreover, the teaching facilities are poor, the teachers are weak, and the teaching methods are outdated, especially the construction of training bases at the city and county levels is backward, which cannot keep up with the needs of the development of the situation. A considerable number of training bases have lost their main function of training civil servants.

6. The training funds are seriously insufficient, which affects the normal development of training. At present, the funds needed for the training of party and government cadres are generally allocated by the government. However, due to the lack of legal protection and limited financial resources, especially in economically underdeveloped areas, there is no special budget for the training of civil servants, and the training funds cannot be fully paid in time. Moreover, the training funds in many places are mainly borne by the units and departments where the trainees work. At the same time, insufficient ideological emancipation and single financing channel have caused a serious shortage of training funds, which has seriously affected the normal development of training work.