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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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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