With the increasingly fierce market competition, the hand board industry is also facing a big reshuffle. The development of the hand board industry mainly faces the following major problems.

.政策干预，手板制作工艺繁琐，涉及面较广，通常一个手板的表面工艺包含喷油、氧化、电镀、丝印等诸多工艺，而这些工艺涉及或多或少的问题。虽然用量较少，但当今很多地区为了环境保护明文禁止喷油、电镀、氧化性质的企业进驻，这个给手板行业的发展带来很大的困扰。

First, policy intervention. The manufacturing process of hand board is cumbersome and involves a wide range. Usually, the surface process of a hand board includes many processes such as oil injection, oxidation, electroplating and silk screen printing, which involve more or less environmental protection problems. Although the consumption is small, in order to protect the environment, many regions explicitly prohibit the entry of enterprises with oil injection, electroplating and oxidation properties, which brings great trouble to the development of the hand board industry.

第二.内部管理，手板行业的从业者基本是学历低、年龄小的男性为主，像这样的人群是更难于管理的，由于知识不多，思维意识相对较浅薄，工作的主动性较差。同时现在的初入社会的主流是95后，甚00后，由于这一代人群从小生活条件较好，不太能吃苦，对管理者的指令有较大的抵触，更别说吃苦耐劳的精神。

Second, internal management. The practitioners in the hand board industry are mainly men with low educational background and young age. People like this are the most difficult to manage. Due to lack of knowledge, relatively shallow thinking consciousness and poor work initiative. At the same time, the mainstream of new entrants to society is the post-95 and even the Post-00. Since this generation has better living conditions since childhood, they are not able to bear hardships, and have great resistance to the instructions of managers, let alone the spirit of hard work.

第三.人才的培养，刚刚提到当今初入社会的主流是95后，甚00后，他们从小生活条件较好，不愿去做一些手工活，甚不愿进工厂，他们更乐于去做销售类或服务型的工作。如果招聘80后员工，他们当今面对的生活压力较大，手板师傅的培养也是一个相对漫长的过程，一般从学徒到能独立做事所需的培养周期少则3个月多则一年半载，加上学习能力方面不如95后00后的年轻小伙子，不论是从员工的自身问题还公司投入产出比来看，都更偏向于更年轻的学徒，关键是如何去培养和管理95后00后员工。其实这些问题不仅是困扰着手板行业，同样困扰着大部份的实体制造业。

Third, the cultivation of talents. It has just been mentioned that the mainstream of entering the society is after 95 or even after 00. They have better living conditions since childhood and are unwilling to do some manual work or even enter the factory. They are more willing to do sales or service-oriented work. If the post-80s employees are recruited, they are facing great life pressure today, and the training of hand board masters is also a relatively long process. Generally, the training cycle from apprenticeship to being able to work independently is less than three months, or more than a year and a half. In addition, their learning ability is not as good as that of the post-95s and post-00s, whether from the perspective of employees' own problems or the input-output ratio of the company, They are more inclined to younger apprentices. The key is how to cultivate and manage post-95 and Post-00 employees. In fact, these problems are not only perplexing the hand board industry, but also perplexing most of the physical manufacturing industry.

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