Analysis based on sustainable development based power company staff training model innovation networ.docx

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Analysis based on sustainable development based power company staff training model innovation networ.docx

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Analysis based on sustainable development based power company staff training model innovation networ.docx

Analysisbasedonsustainabledevelopmentbasedpowercompanystafftrainingmodelinnovationnetwor

Analysisbasedonsustainabledevelopmentbasedpowercompanystafftrainingmodelinnovationnetworkanalysis

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SustainabledevelopmentoftheelectricitycompanystafftrainingAbstract:

Toimprovethepowercompanyemployeespersonnelquantity,qualityandstructureofthelackofpowercompaniesintheneedforstafftrainingpurposes,consciouslytakeaseriesofactivitiestoencouragepowercompaniestoexplorethepotentialofemployeesanduseofarticleswithpowercompaniestheactual.Createasustainabledevelopmentofelectricity-basedtrainingmodelemployees,andamoredetailedanalysisofallaspectsofthemethodsandtechniques.Tofosteracomplex,sophisticatedelectriccompanypersonnel.

Throughoutthedevelopmentstatusofthepowercompanyworkers,themainshowthefollowingaspects:

First,thelackofscale,utilitypersonnelcannotmeettheelectricityneedsofenterprisedevelopment.Second,theoverallqualityisnothigh,inhighpowertechnologyupdates,thepowercompanyemployeesThequalityisstillnotsynchronized.Thethirdistodevelopslower,becausepowercompaniesforalongtimefocusingontheiractualprofitsgrowthattheexpenseofthetrainingenterpriseemployees,leadingtothepowercompanystafftrainingtime-consumingandinefficient.

Articlebasedonthesustainabledevelopmentofelectricpowerenterprises,basedonthequalityofstaffandabilitytoestablishthelevelandfocusonlong-termtrainingtostrengthenandimprovethefunctionsofthenewmodel,theactualforminlinewiththeuniquepowerofenterprisedevelopmentforsustainabledevelopmentofstafftrainingmodeavailableinthisarticlefortypeofstafftrainingmodelofsustainabledevelopmentatallstagesofdetailedanalysisanddiscussion.

AnevaluationoftrainingneedsElectricitytrainingpractice,trainingneedsassessmentsurveybythetrainingneedsanalysisandtrainingneedstwoseparatebutinterrelatedpartsoftheprocessconsists,intime,thereispriority.

1.1TrainingNeedsSurveyInthepower-housecomprehensive,objectiveandimpartialinformationontrainingneedsofreceiptoftheletter.Givefullconsiderationtothesurvey,surveymethodologyandsurveytopicsthreefactorsinpracticefordifferentpositionsatdifferentlevelsofemployees,totakeadifferentapproach.

1.2TrainingNeedsAnalysisConductingtrainingneedssurvey,basedonthepowercompaniescanadoptvariousmethodsforsystemidentificationandanalysistodeterminetheneedfortraininginpreparationfortraining,whentraining,whatkindoftraining,anactivityorprocess.Itistodeterminethetrainingobjectives,designtrainingprogramsonthepremise.Isthebasisfortrainingevaluation.

Forgeneralbasicknowledge,skillsandqualities,assoonaspossiblebeforethestaffinductiontraining,ietrainingofnewemployees.Needfornewskillstrainingtaskneithertooearlynortoolate,beforetheprojectselectedinamonthbe.

2trainingprogramsdesignedtoPowersystem,includingcorporatetrainingprogramstrainingprograms,annualandmonthlytrainingprogramindevelopingtheplan,accordingtotheidentificationoftrainingneedsintotheproject,inlinewithstaffandadministratorsintheprincipleofparticipationdevelopedwithinthestipulatedtime.PlancallsforthepreviousyearwasenactedinDecember,monthlytrainingprogramsaroundthe20thofeachmonththesystemout.

2.1TrainingplanPowercompaniesmustbeincorporatedintostafftraining,planningthedevelopmentofstrategicplanningandmanagementofenterprises,asabusinessobjectiveforimplementationintheenterprisebasedontheanalysis,developapracticalplantoguidethelongtimespanofthemacro-trainingemployeestoimplementcomprehensive,provideannualtrainingplanforthedevelopmentoftrainingobjectives.

2.2planningPowercompaniestodeveloptheannualstafftrainingplanhighlightsitsoperabilityandeffectiveness.Thereisnobittoimplementtheannualplan,thecompany’slong-termtraininggoalswillbeintheair.Partofthecompanyownedbythevariousunitsbasedontheiractualsituationandtheimplementationoftheannualtrainingplandevelopon-sitetrainingprograms:

theotherpartoftheelectricityproductionandoperationaccordingtotheneeds,developstafftrainingprograms.thepowercompaniesintheimplementationofatrainingproject,tofullyconsiderthecostofcapitalfromreliablesources.tomakethetrainingscale,levelandbalancetheleveloftrainingtoensuretrainingmanagersandstudentscanhaveagoodtrainingattitude.

2.3MonthlyplanningElectricityshouldbedetailedbreakdownoftheannualplanobjectives,thenatureoftheconcreteimplementationtotraining,trainingcontent,trainingtimes,locations,trainersandinstructors,notesandothertrainingdetailsfortheimplementationofstafftraining,managementandsupervisionandevaluation.

3trainingprogramandcurriculumdesignInpractice,thepowercompaniesbasedonelectivetrainingobjectives,trainingfordifferentobjectsusingdifferentteachingmethodsinordertoachieveoptimaltrainingresults.

3.1TrainingprogramdesignprinciplesandmethodsAccordingtolearningability,individualdifferencesandtrainingeffectivenessprinciplesindesigningthetrainingprogramduetohistoricalreasonsanddifferencesintheculturalqualityofworkers,resultinginstrongoperatingpersonnelinlearning,maintenancepersonnelisrelativelyweak,resultinginatrainingcapacitydifferences.Thepursuitofpositiveintotheresultsoftraining,thetrainingsituationascloselyaspossibleconsistentwiththeworksituation,which,inthedesignoftrainingprograms,maintenancepersonneloftenrunacentralizeduniformexamintheformofteaching,andmanagementofhighself-motivationtolearn,somuchtheuseofonlineteaching,intheformofonlineteaching,sothatmanagersarrangetheirowntrainingtime.

Takingintensivetrainingmethods,multi-awardlesspunishment,themostimportantistherecognitionoftheunitstudentstakepracticemethod,studentstaketheinitiativetopromotetraining,toexpandthescopeoflearning,arelativelylongperiodofpractice.Inaddition,fullconsiderationinthetrainingtrainingincentivesimpactintrainingenthusiasm(reinforcers),tomaintaintheattentionofthetraining(theguidingfactors),toconsolidatetheknowledgelearnedintrainingandskills,evenafterreturningtoworkbackwardstoresistthepressuretogoback(maintenancefactor).

3.2transformationmodelbehaviorAttentioninthetrainingprocessrequiresthelearningprocessitselfattention,memory,repeattheknowledgeorskillsandtheabilitytoinspire.Cantransformbehaviorpatterns,specificallyincludingthefollowingstudysteps:

(1)theestablishmentofdemonstrationmodelstothestudentsusingavarietyofopenmeetingsincentivetypicalcharacterrecognition

(2)role-playing.Assignrolestostudents,sothateachpersoninthecaseofsimulationexercisestherightwaytodealwithproblemssuchasanti-drills(3)socialreinforcement.Electricityintherole-playingactivitiesbasedonstudent’sperformance,withpraiseandsuggestionstostrengthenthewaysinwhichsuchbehavior(4)trainingtransformation.encouragestudentstoworkontheirowninreturn,itwillbetrainingtolearneffectivelyusedtoconductthework.

3.3TrainingCourseDesign

(1)trainingcoursesindesign,strictlyfollowthefollowingprocedures:

makingaprogramtodesignacoursecurriculumtoimproveacourseevaluationinfourparts.

(2)followthecurriculumguidelines.Thechoiceofcoursesandtrainingobjectives,designtwokindsoffixedandmobileintheformofcourses,coursedesignneedstotakecareofmostpeople,thecompany’sactualclosecontact,carefullychoseninstructor,withastrongoperational.

4implementationoftraining

Trainingisthetrainingoftheimplementationofthemainstageistheimplementationoftrainingobjectivesandplans,anddependingonthetargetandprogramsappearintheprocessoftrainingproblemsintimetomakeadjustmentstocontroltheentiretrainingprocesssmoothly.

4.1ImplementationofthekeytrainingToensuresmoothimplementationofthetraining,inpractice,payattentiontostressthreefactors.

(1)dothetrainingpreparation.Goodtrainingenvironment,training,personnelpreparationandtrainingtools.

(2)withemphasisonthedivisionoflabor.Theimplementationoftrainingprogramsisnoteasy,especiallysomeofthelargertrainingprogram,theorganizationisverycomplex,socompanieswillbetrainingalltheworkinvolvedintheimplementationprocessofdivisionoflaborbycategory,andthenarrangewiththeprojectexpertiserelatedtotheworkofstaffresponsiblefortheimplementationofspecific,timelyfollow-uptrainingofmanagersandthencommunicateinordertodetectproblemsandtakecorrectivemeasures.

4.2controlthetrainingprocess

(1)mastercontrol.Electricityuseofspecificcontrolmethodsarepreparedtoreceiverelevanttrainingmaterials,comparethegapbetweengoalsandcurrentsituation,analysisoftrainingprogramstoachieveitsobjectives,designtrainingplanstochecktheassessmentmethods,trainingprograms,correction,clearresponsibilities,implementationresponsibilitiesarefulfilled.

(2)training,implementationiskeytotheprocessoftrainingintheimplementationoftheprojecttogiveupagoodname,specific,clear.Checktheclassrooms,apparatus,equipmentcondition,toensurethattrainingnormally.Timelypart

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