On the power enterprises based on sustainable development based staff training model innovation network to write papers analyzing _

Papers to write Net: Paper Keywords: sustainable development of the electricity enterprise staff training
Abstract: To improve the power company staff personnel quantity, quality and structure of the lack of power companies in the need for staff training purposes, consciously adopted a series of activities to encourage power companies to explore the potential of employees and use of Articles with power companies reality. Creating a sustainable type of power enterprises employee training mode, and a more detailed analysis of all aspects of the methods and techniques. To foster a complex, sophisticated electric company personnel.


Throughout the development status of the power company workers, the main show the following aspects: First, insufficient scale, utility personnel can not meet the electricity needs of enterprise development. Second, the overall quality is not high, in high power technology update, the power company employees The quality is still not synchronized. The third is to develop slower, because of the power business a long time focusing on the actual business profit growth, while ignoring the corporate staff talent, leading to the power company employee training time-consuming and inefficient.

Article based on the sustainable development of electricity enterprises, based on the quality of staff and ability to establish the level of focus on long-term training to strengthen and improve the functions of the new model, the actual form in line with the unique power of enterprise development for sustainable development of staff training model in this Article on the can type of employee training model of sustainable development at all stages of detailed analysis and discussion.


An evaluation of training needs

Electricity training practice, training needs assessment survey by the training needs analysis and training needs of two separate but interrelated pArts of the process consists, in time, there are priority.



1.1 Training Needs Survey
In the power-house comprehensive, objective and impArtial information on training needs of receipt of the letter. Give full consideration to the survey, survey methodology and survey topics three factors in practice for different positions at different levels of staff, took a different approach.


1.2 Training needs analysis
Conducting training needs survey, based on the power companies can take a variety of methods for system identification and analysis to determine the need for training, preparation of training, when training, what kind of training, an activity or process. It is to determine training objectives, design training programs on the premise. Assessment is the basis for training.

For the general basic knowledge, skills and qualities, as soon as possible before the staff induction training, ie training of new employees. The new skills required for the task neither too early nor too late, before the project selection in a month be.


2 training programs designed to

Electricity system training programs including training programs, annual and monthly training program in developing the plan, according to the identification of training needs into the project, in line with staff and administrators involved in the principles established within the prescribed time. Requested in the previous annual plan was enacted in December, the monthly training program on or about 20 per month out of the system.


2.1 Training plan
Power companies must be incorporated into a staff training plan strategic business development planning and management as a business objective for implementation in the enterprise based on the analysis, develop a practical plan to guide the long span of macro work full implementation of staff training, provide annual training plan for the development of training objectives.


2.2 planning
Power companies to develop the annual staff training plan highlights its operability and effectiveness. There is no bit to implement the annual plan, the company's long-term training goals will be in the air. Part by the company of its units in accordance with their actual situation and the implementation of the annual training plan to develop on-site training programs: one based in part on the power production and operation needs, develop staff training programs. Power companies in the implementation of a training project, full consideration of its funds cost source of reliable so that the scale of training level and training of balance, to ensure that training managers and students can have a well-trained mind.


2.3 Monthly planning
Electricity should be a detailed breakdown of the annual plan targets, the nature of the concrete implementation to training, training content, training time, training location, trainers and instructors, notes and other training details for the implementation of staff training, management and supervision and evaluation.


3 training programs and curriculum design

In practice, power companies based on elective training goals, training for different objects using different teaching methods in order to achieve optimal training results.


3.1 Training program design principles and tools
Based learning, individual differences in the principles of design and training effectiveness of training programs due to historical reasons and differences in cultural quality of workers, resulting in strong operating personnel in learning, maintenance personnel is relatively weak, resulting in a training capacity differences. The pursuit of positive into the results of training, the training situation as far as possible consistent with the work situation, which, in the design of training programs, operating maintenance personnel often focus on teaching the use of standardized examination form, and management of self-learning motivation high, and they tend to use online teaching , in the form of online teaching, arranging training for management personnel independent of time.

Taking intensive training methods, less than award punishment, the most important is recognition of the unit students take practice method, students take the initiative to promote exercise, expanding the scope of learning, a relatively long period of practice. In addition, full consideration in the training impact of training on training motivation passion (reinforcers) to keep the attention of the training (the guiding factors), consolidation of training in the knowledge and skills learned, even after returning to work backwards to resist the pressure to go back (maintenance factors).

3.2 transformation model behavior
Attention during the training process requires the learning process itself attention, memory, repeat the knowledge or skills and the ability to inspire. Can transform behavior patterns, specifically including the following learning steps:
(1) the establishment of demonstration models to students using a variety of public meetings typical character recognition awards (2) role-playing. Assign roles to the students, so that each person's case in the simulation exercises the right way to deal with problems such as anti-drills . (3) social reinforcement. Electricity in the role-playing activities based on student's performance, with a recommended way to give praise and reinforce behavior (4) training transformation. Encourage students to return to their own workplace, the training will learn to act effectively applied to work.


3.3 Training Course Design
(1) training courses in design, strictly follow the following procedures: making a program to design a course to improve a curriculum evaluation program in four parts. (2) follow the curriculum guidelines. Choice of courses and training objectives, design of fixed and mobile two forms of the course was designed to take care of most people's needs, the company's actual close contact, carefully select the instructor, with a strong operability. Links to free download http://www.hi138.com 4 implementation of training

Training is training to implement the main stage is the implementation of training objectives and plans, and in accordance with goals and plans, the training process problems and make timely adjustments to control the entire training process running smoothly.


4.1 Training implementation focus
To ensure smooth implementation of training, in practice, focusing on three factors emphasized.

(1) make training preparation. Good training environment, training, personnel and training tools for preparation.

(2) with emphasis on the division of labor. The implementation of training programs is not easy, especially some of the larger training program, a very complex organization, so companies will train all the work involved in the implementation process for the division by category, then arrange the project with expertise in specific personnel responsible for work-related implementation, training, management and timely follow-up and then communicate in order to timely identify problems and take corrective measures.


4.2 Training process control
(1) master control. Electricity use of specific control methods are prepared to receive relevant training materials, comparing the gap between goals and current situation, analysis of the training program to achieve its objectives, design training plans to check the assessment methods, training programs for correction, clear responsibilities, implementation responsibilities are fulfilled.

(2) training the key to the implementation process is training in the implementation of the project to give up a good name, specific, clear. Check the classrooms, apparatus, equipment condition, to ensure that training normally. The participation of students in time to give recognition, recognition and rewards, training managers to pay special attention to play God's role, and strive to become the training coordinator and facilitator in the After the training to the training content summary of objective truth.


4.3 Training staff to prepare
To ensure the success of training, in practice, using different methods, such as: full attention to the students, using a variety of training techniques to attract students' interest and meet their different learning styles, encourage students to ask questions, and answer questions effectively, the use of audio-visual equipment and attractive visual means to improve learning and speech effects.


5 Evaluation Training

The effectiveness of training issues involved in the process, promote the use of training programs to determine the value of assessment is the difficulty lies in the management of the training data can not be quantified, so as far as possible training segment, quantify, to quantify the effectiveness of training. During the assessment generally adopted a constructive assessment and summative assessment.


6 Conclusion

Articles based on theoretical research and practice analysis, the practical problems for power companies, raised for the creative power company staff training model. Reached a systemic, economy, versatility and effectiveness requirements, and can not be quantified as indicators of quantify, for the power company staff training and personnel training to help.


References:
1. A lot of discipline, Wang Xiaosong. Corporate training: to enhance the quality of human resources in an effective way [J]. Adult Education, 2005, (5).

2. Heng Liu then, Yang Qing, Li. Employee training management [M]. Beijing: Foreign Economic and Trade University Press, 2000.

3 Teng Masato. The power system and power management innovation business book [M]. Beijing: China Electric Power Press, 2002. Links to free download http://www.hi138.com