干部是国家行政管理的主体，担负着贯彻、落实、执行党和国家方针政策的重要职责，是国家重要的人才资源。干部素质和能力水平的高低，直接决定和影响着政府的管理能力和管理水平，其素质和能力已成为国家软实力的重要组成部分。本研究从战略规划的角度对区域干部的教育培训问题进行调查研究，具有重要的理论与实践意义。 本研究以北京市朝阳区干部队伍为研究对象，通过问卷调查法与访谈调查法展开。其中，调查问卷是由笔者自编的《区域干部教育培训问题调查问卷》，包括基本信息、干训工作现状分析和未来展望三部分。问卷主要考察了参与调查干部的能力素养情况和近五年参加培训情况，同时，对朝阳区干训工作进行了SWOT分析，并对未来五年朝阳区的干训工作进行了展望。通过调查分析可以看出，近几年朝阳区干部教育培训工作发展得比较迅速，在培训规模、师资队伍、课程设置、保障措施等诸多方面都有了很大提高。但在发展的同时，也凸显了很多问题，主要表现在以下几个方面：（1）培训基地建设不完善；（2）部分培训内容缺乏针对性和实效性；（3）培训管理机制不完善；（4）师资队伍质量跟不上干训工作发展的需要；（5）培训保障制度不健全；（6）培训品牌特色不突出。针对这些问题，在论文最后提出了相应的建议，并指出了本研究的不足。

As the main body of state administration, cadres, who take on the responsibility of implementation of the Party and state policies, are the important human resources. The cadres’ quality and ability, which has become an important component of national soft power, determines and influences the government’s management directly. This study researches on the regional cadre education and trainings in the vision of strategic planning with very important theoretical and practical significance.This study chooses a very representative district, ChaoYang district, as the research object based on the questionnaire and interview survey. The survey questionnaire was designed by the writer including three parts: basic information, current cadre training analysis and future prospects. The purpose of the questionnaire is to investigate cadres’ quality and ability and the trainings in the past five years. Meanwhile, the study works on a SWOT analysis on ChaoYang cadre training and the cadre training in next five years was expected as well. According to the survey analysis, we find that there are some problems with the rapid development of cadre training these years. It is mainly manifested in the following aspects: (1) the construction of the main position of cadre training is incomplete; (2) part of the trainings is ineffective and not targeted; (3) training management system is incomplete; (4) the quality of faculty cannot keep up the development needs of cadre training; (5) training security system is incomplete; (6) the brand and characteristics of cadre training is not prominent. To solve these problems, this thesis presents the recommendations in the last part for the corresponding improvement.