Although training has been regarded as the basis for the survival and development of enterprises, there are still many enterprises and employees who do not pay enough attention to training and do not take active actions. Enterprises should strengthen training incentives. Many trainings are carried out under the instruction of the competent department of the industry and under the compulsory measures of "annual review" and "upgrading". Even if employees enter the classroom, they either answer their mobile phones to talk about their work or drop out of school because they are busy with their work. Strictly speaking, how many people will really learn some knowledge and skills from beginning to end? According to the questionnaire survey of Fujian Federation of Trade Unions, more than 80% workers think that they are unwilling to learn technology because the incentive mechanism is not perfect. The reasons why training is in trouble are:

1. mechanism aging: the enterprise training mechanism follows the administrative management mode and is incompatible with the development law of market economy. Training and employment are fragmented, the treatment is not in line with the labor market price, the assessment is not strong enough, the correlation between training and labor, wages and employment system is not high, and the interests of trainees cannot be effectively driven.

2. Rigid means: old-fashioned incentives, lack of new ideas. The degree of motivation can't keep up with the pace of social development and can't meet the needs of employees. There are more material incentives and less development incentives. The phenomenon of more spiritual incentives and less goal incentives.

3. Weakening strength: strengthening incentives, ignoring positive reinforcement, can not achieve the effect of combining rigidity with softness. In the increasingly severe employment situation, negative reinforcement measures such as competition for posts, competition for posts, and incentives for laid-off ratio can activate employees' learning motivation. In order to avoid unemployment, employees will make greater efforts in training.

4. Functional degradation: enterprises turn a blind eye to the effect of employee training or are slow to respond, and do not implement incentives, so that the positive psychology of employees is suppressed, resulting in disappointment, which degrades the incentive function.

Therefore, before training has become the natural behavior of employees, enterprises should establish a scientific, stable and effective incentive mechanism to solve the problems of insufficient motivation and low learning enthusiasm of employees.