1. The training demand analysis mechanism is not perfect. When considering the annual training course arrangement, enterprises often ignore the combination of corporate strategic goals and employees' personal development goals. The unclear learning objectives of employees do lead to passive acceptance of course knowledge or perfunctory work, and the training effect is not ideal.
2. The training curriculum is not systematic, the training method is simple, the training process is discontinuous, and the training content is temporary, sudden and random.
3. The short-sighted effect of training has not laid a good foundation for the long-term development of enterprises. The training setting is not balanced, and there is a lack of pre-training for the medium and long-term goals that enterprises should achieve as soon as possible.
4. Lack of competitive learning atmosphere, lack of motivation for employees to learn. In view of the shortage of training, targeted improvement measures should be taken in future training.