First, the lack of management personnel. With the development of security, civil air defense, technical defense and armed escort, the field of security services is constantly extending, and the projects are constantly increasing and developing rapidly. However, the threshold of the security industry is relatively low, and the talent mechanism and system of the enterprises themselves are not yet perfect, so it is very difficult to cultivate management talents that match the development of enterprises.

二、管理人才选拔不力。目前由于公司体制等原因，想干事的人提拔晋升得慢，待遇跟不上，影响了他们的积极性；许多在保安岗位上奋战多年的富有丰富实践经验的保安骨干被截留在底层。

Two, management personnel selection is not effective. At present, because of the company system and other reasons, the people who want to do the job are promoted slowly, the treatment is not up, affecting their enthusiasm; many of the rich practical experience of security backbone in the security posts has been intercepted at the bottom.

三、阻碍新人走上管理岗位。工作年头多了，一些管理者对老同志产生了独特的感情，不愿让他们离开，这种思想和观念占主导地位，使得管理人员得不到合理的流动与更新，另外一些重大的管理举措，在这些人手中被不断支解，出现一系列的怪招，严重影响了企业整体管理目标的实现。

Three, obstruct new people to go to management posts. Many years of work, some managers have created a unique feeling to the old comrades, unwilling to let them leave, such ideas and ideas dominate, so that managers can not get a reasonable flow and renewal, and other important management measures, in these hands are constantly supported, a series of strange tricks, serious It affects the realization of the overall management goal of the enterprise.

四、队伍中学习氛围不浓。管理层中存在惰性思想，加之“经验主义”、“主观主义”的存在，使局部范围内的队伍管理有名无实。至于保安队伍管理与素质的提升，更是无从谈起。

Four, the learning atmosphere in the team is not strong. There is inertia in management, plus the existence of "empiricism" and "subjectivism", which makes the team management in local area nominal. As for the management and quality improvement of security forces, there is no way to speak of it.

五、保安员职业认同感低，不服从管理。面对应受到处罚的人和事，管理者往往妥协地以教育为主，甚至不了了之。

Five, security professionals have low professional identity and are not subject to management. In the face of people and things that should be punished, managers often compromise on education, or even ignore it.

六、缺乏对基层保安管理人才的教育培训。直接灌输式的会议代替了管理知识和理论培训，广大基层保安管理者文化知识、业务水平、工作能力得不到切合实际的提升，缺少一线工作经验。

Six, lack of education and training for grass-roots security management personnel. Direct instillation of the conference instead of management knowledge and theoretical training, the majority of grass-roots security managers cultural knowledge, business level, work ability can not be improved, the lack of experience in the first line.

七、没有实施现代企业管理制度。真正实施了现代企业管理制度的保安服务公司在保安业还是不多。相互脱节、不成体系的管理，已不能适应迅猛发展的保安服务需求。

Seven, no modern enterprise management system has been implemented. The security service company that really implements the modern enterprise management system is still not many in the security industry. Disjointed and systematic management can no longer meet the needs of rapid development of security services.