Although there are more and more people participating in outward bound training now, with the development of Outward Bound training, the trust of enterprises in outward bound training is getting lower and lower, and they are not so trusting in outward bound training. What is the reason for this

企业培训容易进入的“8大误区”：

"Eight misunderstandings" in enterprise training

一、培训无战略

1、 Training without strategy

无论是“人事部”还是“人力资源部”，企业培训都是必不可少的一环，因为培训是企业生存与长远发展的必然要求。但我们回过头来看，对培训的重视与投入从来都是停留在口头上。好多企业事实上都没有什么培训战略，于培训的全员性、多方位性、全程性更是无从谈起。

Whether it is "personnel department" or "human resources department", enterprise training is an indispensable part, because training is the inevitable requirement of enterprise survival and long-term development. However, in retrospect, the emphasis and investment on training always stay in words. In fact, many enterprises do not have any training strategy, and it is impossible to talk about the whole staff, multi-directional and whole process of training.

二、短期行为

2、 Short term behavior

适应外界环境的变化，需要有高素质的员工队伍和优异的团队。培训可以使员工更新观念，改善心智模式，保持对外界环境变化的警觉性和灵敏反应，提高快速应变的能力，始终抓住市场竞争的主动权。我们的企业培训大都限于岗位培训，也就是着眼于眼前。人力资源部都没有从开发人能力的角度，去制定培养企业未来发展需要的有潜质的经理人的规划。于什么人才梯队与人才层次培养，干脆甭谈，因为太遥远了。

Adapt to the changes of the external environment, need to have high-quality staff and excellent team. Training can help employees update their ideas, improve their mental models, maintain their alertness and sensitivity to changes in the external environment, improve their ability to respond quickly, and always seize the initiative in market competition. Our enterprise training is mostly limited to on-the-job training, that is, focusing on the present. The human resources department has not made plans to cultivate potential managers for the future development of the enterprise from the perspective of developing human ability. As for what talent echelon and talent level training, simply do not talk about, because it is too far away.

这样的短期行为导致了一个长期问题，企业的免疫力与竞争力都在下降。需要培训的时候就头痛医头，脚疼医脚。把培训当作救药来吃。而据我了解，好多企业都是这样的。事情的原因总是不容易找到，企业当然也有话要说，他们说他们也不喜欢这样的短期行为的企业培训，但是他们只能这样选择!

This kind of short-term behavior leads to a long-term problem, the immunity and competitiveness of enterprises are declining. When you need training, you'll have a headache and a foot ache. Treat training as a cure. As far as I know, many enterprises are like this. The reason is always not easy to find. Of course, enterprises have something to say. They say that they don't like such short-term corporate training, but they can only choose this way!
                 

三、培训资源枯竭

3、 Training resources exhausted

在很多企业，文武双全、能伸能屈、理论可以联系实践、既懂管理又能演讲、既能清晰表达又能贯彻到底的人，真是太少了。有的只是经理、行政经理、培训经理，以及只知道讲话不知道培训的人，只知道罚钱不知道建设的人，只知道听领导话不知道对结果负责任的人。如果不再粉饰太平，那我问你，你们的企业培训真的管用吗?又能管多大用呢?你千万别告诉我你们的企业压根儿就没有什么培训!其实，我们的企业培训创新速度，远远小于企业人力资源发展的速度，教育与培训的功能本身就是很有限的，人的成长速度也是有限的，而我们仅有的一些可以成长的培训资源，确实在慢慢地枯竭着。

In many enterprises, there are too few people who are proficient in both literature and martial arts, who are able to stretch and bend, who can integrate theory with practice, who can understand management and make speeches, who can express clearly and carry it out to the end. There are only managers, administrative managers and training managers, as well as those who only know how to speak but don't know about training, those who only know how to punish but don't know about construction, those who only know how to listen to leaders and don't know how to be responsible for the results. If you don't whitewash Taiping any more, I ask you, does your enterprise training really work? And how much can it work? Don't tell me that your enterprise has no training at all! In fact, the innovation speed of our enterprise training is far less than that of the development of human resources. The function of education and training itself is very limited, and the growth speed of people is also limited, And we only have some training resources that can grow up, which are really slowly drying up.

四、只培训技能，不培训人品

4、 Only training skills, not character

一些企业的培训就是技能培训，销售能力、管理能力、操作能力、组织能力等一些工作中的技能，但是缺乏对员工的人品、道德、思想和为人处世能力的培训。这样，虽然员工的技能提高了，但是员工的职业素养和道德没有什么提高。

The training of some enterprises is skill training, such as sales ability, management ability, operation ability, organization ability and so on. However, there is a lack of training on the staff's character, morality, thought and ability of dealing with others. In this way, although the skills of employees have been improved, the professionalism and ethics of employees have not been improved.

五、培训盲目跟风

5、 Training follows blindly

脱离实际一些企业缺乏对员工培训需求的调查与分析，组织培训缺乏针对性和实用性。有些领导完全根据自己的猜想、经验和判断来设计培训内容，或者看到其他企业尤其是竞争对手组织什么培训，自己也要办一场一样的培训。致使员工重复学习或被动学习，既耗费了员工时间，又浪费了企业资源，对企业发展没有多大帮助。

Divorced from the reality, some enterprises lack the investigation and analysis of staff training needs, and the organizational training is lack of pertinence and practicality. Some leaders design the training content completely according to their own conjecture, experience and judgment, or when they see what training is organized by other enterprises, especially competitors, they have to do the same training. As a result, employees' repeated learning or passive learning not only wastes employees' time, but also wastes enterprise resources, which is not helpful to the development of enterprises.

六、培训方式过于简单

6、 The training method is too simple

现在企业经常外聘职业培训师来讲课，这样的培训基本上都是采用“培训师讲，学员听”的方式，这种方式举办的一两次还可以，可时间长了，员工就会感到厌倦，提不起学习的兴趣。因为培训师在培训内容、培训方式上大都千篇一律，即使作了培训前的调查，但实用性的东西还是很少。

At present, enterprises often employ external vocational trainers to give lectures. Basically, such training is conducted in the way of "trainers speak and students listen". This kind of training can be held once or twice, but after a long time, employees will feel tired and can't raise their interest in learning. Because most of the trainers are the same in training content and training methods, even though they have made a survey before training, there are few practical things.

七、忽视后期的考核与监督

7、 Neglect the examination and supervision in the later stage

企业把培训看成一件急功近利的事，重讲不重考核，没有把学习的知识运用到实际工作中，学习前没有评估，学习后没有主管对其学习的进度和效果进行考核或提出更好的建议。培训要达到效果，考核是很重要的一环。

Enterprises regard training as a matter of eager for quick success and instant benefit. They emphasize training instead of assessment. They do not apply learning knowledge to practical work. There is no assessment before learning and no supervisor to assess the progress and effect of learning or put forward better suggestions after learning. Training to achieve results, assessment is a very important part.

八、认为培训能立竿 见影

8、 I think training can make an immediate effect

有些企业的领导急功近利，认为企业员工只要经过了培训，立马就能见效，技能就能提升;业绩就能提升;管理能力就能提高。

The leaders of some enterprises are eager for quick success and instant benefits. They think that as long as the employees have been trained, they can immediately take effect, their skills can be improved, their performance can be improved, and their management ability can be improved.