由于岗位责任制本身的缺陷，制度方面的未认真落实及执行力层面问题等原因，从而导致岗位责任形同虚设，并没有得到认真的贯彻落实。具体原因有以下几个方面：

Due to the defects of the post responsibility system, the unconscientious implementation of the system and the problems of execution level, the responsibility of the post is nominal, and has not been seriously implemented. The specific reasons are as follows:

（一）岗位责任制制定时不切合实际，水土不服，造成先天不足。如有的新成立的保安公司，手册内容大都是原模原样的照搬其他公司的岗位责任制，内容高、大、全，不符合企业实际情况，先天不足，使得在实际工作中难以执行。

(1) the system of post responsibility system is unrealistic and ineffective, resulting in the inadequacy of the system. If some newly established security companies, the contents of the manuals are mostly copying original models, copying the other company's post responsibility system. The contents are high, large and full, which do not conform to the actual situation of enterprises, and are deficient in nature, making it difficult to carry out in practical work.

（二）宣传不到位，培训工作走过场。平时把制度束之高阁，使员工对制度一知半解，甚至不知道还有这样的规定，根本上谈不上对制度了解、理解，也就无从遵守了。新员工到公司，发放《员工手册》后就万事大吉，未按规定进行培训。企业也无培训计划，培训中也只做讲解方面内容，不从理论结合实际进行演练并加以巩固，注重实际操作训练工作不够，使得培训工作走过场，未达到真正的培训目的。

(two) the publicity is not in place, and the training work goes through the field. At ordinary times, the system is put on the shelf, so that employees have little knowledge of the system, and even do not know that there is such a rule. Fundamentally, it is impossible to understand and understand the system. New employees to the company, it Everything will be fine. issued the "Employee Handbook" after training are not required. There is no training plan for enterprises. In training, they only do the content of explanation, do not drill and consolidate from theory to practice, pay attention to actual operation and training work is not enough, make training work go through the motions, and fail to achieve the real training purpose.

（三）企业文化未形成凝聚力。企业文化体现在监督力和止滑力上，具体表现为：如有员工行为和企业文化不符，就会有同事善意提醒，告诉他什么应该做，什么不应该做。这样，企业内部就会形成一种讲文明、讲奉献的积极向上的良好氛围。不然，就会导致员工做一天和尚撞一天钟。

(three) the corporate culture has not formed a cohesive force. Corporate culture is reflected in supervision and skidding. It is shown that if employees behave differently from their corporate culture, their colleagues will remind them in good faith to tell him what to do and what not to do. In this way, a good atmosphere of civilization and dedication will be formed within the enterprise. Otherwise, it will cause an employee to do a day and a day.

（四）员工文化水平低、福利待遇低。在多数保安公司里，绝大部分保安员文化程度是初高中级以下，法律知识贫乏，专业技能不足；加上队伍入口把关不严，招聘门槛较低，工资待遇偏低，使得责任和利益失衡，保安员如遇工作稍有不顺就有可能立马辞职，导致保安员流失率很高。如有的保安公司，招聘保安员时答应交五险一金，在实际执行中，却大打则扣，少交或不交五险一金，伤痛了保安员的心。

(four) low level of staff culture and low welfare benefits. In the majority of security companies, the vast majority of the security guards and cultural level is high at the beginning of the intermediate, legal knowledge, lack of professional skills; team plus the entrance is not strict, the recruitment threshold is low, low wages, the responsibility and the balance of interests, the security guards work in case of a bit not it is possible to resign immediately. The security guards led to a high turnover rate. If some security companies hiring security guards promised to pay five social insurance and one housing fund, in the actual implementation, but a big fight is a deduction, less pay or not pay five social insurance and one housing fund, a security guard heart pain.

（五）企业未营造良好工作生活氛围，造成保安队伍的战斗力不强。企业不善于发现、及时表扬保安队伍中的先进事迹和创造精神，从生活、情感上切实关心每个员工；每年评选优秀保安员活动只是走过场，不能从物质和精神上予以鼓励和表扬。未遵照《保安员国家职业标准（试行）》办法，每年组织评定初、中、高级保安员和保安师，保安员感觉不到做一名保安员具有的荣誉感、归属感。

(five) the enterprise has not created a good working life atmosphere, resulting in the poor fighting capacity of the security team. Enterprises are not good at finding and praising the advanced deeds and creative spirit of the security team in real time. They really care about every employee from life and emotion. The annual selection of excellent security guards is just going through the motions, and can not be encouraged and commended from material and spiritual aspects. In accordance with the national professional standards for security guards (Trial Implementation), the junior, senior and senior security guards and security guards are organized annually, and the security guards do not feel the sense of honor and belonging of being a security guard.

（六）企业未建立完善的跟踪监督、检查和考核机制。企业不从强化制度的执行、沟通与反馈方面入手，无明确的执行目标，来确定各部门的分工、责权、执行纪律和奖惩办法；考核检查人员工作不到位，未不折不扣地执行跟踪监督、检查和考核机制，对不执行者或阳奉阴违者，不敢或不按按公司规定及时予以处罚。

(six) the enterprise has not established a perfect tracking supervision, inspection and assessment mechanism. From the enterprise, strengthen the implementation of the system of communication and feedback with no clear goal, to determine the division of labor, the various departments of the executive authority, discipline and punishment; appraisal and inspection personnel work in place, not hundred-percent to perform tracking supervision, inspection and examination system, of executor or sham female offenders not or not according to prescribed by the company shall be punished in a timely manner.

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