2, unclear understanding of training, thinking that training is only the study of skills or theories will make training out of touch with the long-term development of enterprises, and enterprises can't really contribute to their business strategies. 3, only training middle-level employees, ignoring high-level training, or training management in general, the quality of employees is getting higher and higher, but managers have not been promoted as they deserve.
This will lead to skill conflict between management and employees, and the phenomenon of "ceiling" or "glass body" mentioned above will appear.
4. Ignoring the supervision and talent promotion in the later stage of training, the most direct result of brain drain after training is to form an illusion that training is to make wedding clothes for others, which makes enterprises afraid to hold training easily again.
5. Think that training is a kind of welfare. Ignoring employees' obligations and responsibilities to participate in training will lead to employees not paying attention to training and failing to play their due role. 6. The training needs are not analyzed, the training is not targeted, and the training items are unreasonable, which will lead 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.