管理人员的业务能力不能及时到位。由于这种体制下管理人员还是建设管理的原班人马,对建设管理经验丰富,对运营管理相对较陌生,而且,在转到运营管理上后,往往建设期的工作还在继续,因此无论从经验上还是从精力上都处于不足状态。而短期的培训不能从根本上解决这一问题,在刚刚转入运营管理时难免要经过一段磕磕绊绊的磨合期即转制调整期。 The management ability of the business can not be put in place in time. Because of this system, managers are still the same people in charge of construction and management. They have rich experience in construction management and are relatively unfamiliar with operation and management. However, after they are transferred to operation and management, they often continue their work during the construction period. Therefore, no matter from Experience or energy are in deficit state. The short-term training can not fundamentally solve this problem, just transferred to the operation and management will inevitably have to go through a period of stumbling on the run-in period that restructuring period.