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.

.政策干預，手板制作工藝繁瑣，涉及面較廣，通常一個手板的表面工藝包含噴油、氧化、電鍍、絲印等諸多工藝，而這些工藝涉及或多或少的問題。雖然用量較少，但當今很多地區為了環境保護明文禁止噴油、電鍍、氧化性質的企業進駐，這個給手板行業的發展帶來很大的困擾。

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.內部管理，手板行業的從業者基本是學歷低、年齡小的男性為主，像這樣的人群是更難于管理的，由于知識不多，思維意識相對較淺薄，工作的主動性較差。同時現在的初入社會的主流是95后，甚00后，由于這一代人群從小生活條件較好，不太能吃苦，對管理者的指令有較大的抵觸，更別說吃苦耐勞的精神。

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.人才的培養，剛剛提到當今初入社會的主流是95后，甚00后，他們從小生活條件較好，不愿去做一些手工活，甚不愿進工廠，他們更樂于去做銷售類或服務型的工作。如果招聘80后員工，他們當今面對的生活壓力較大，手板師傅的培養也是一個相對漫長的過程，一般從學徒到能獨立做事所需的培養周期少則3個月多則一年半載，加上學習能力方面不如95后00后的年輕小伙子，不論是從員工的自身問題還公司投入產出比來看，都更偏向于更年輕的學徒，關鍵是如何去培養和管理95后00后員工。其實這些問題不僅是困擾著手板行業，同樣困擾著大部份的實體制造業。

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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