唐投发电集团远程培训标准化发展模式研究

发布时间：2018-03-22 19:09

本文选题：发电集团　切入点：远程培训　出处：《石河子大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着知识经济不断深入发展,越来越多的国家意识到要全面提高综合国力就要求专业人才和劳动力接受更加优质的教育培训。相对于传统的面对面的教学,通过网络或其它电子技术手段辅助而进行的培训,以其低廉的费用、广泛的受众面和不断改进的技术支持成为越来越多企业对员工进行在职或岗前培训的一个可靠的选择。在经济进入放缓的新常态下,对于知识密集型、技术密集型的国有大型发电集团来讲,利用远程网络,打造一个学习、培训的新载体是十分必要的。本文以唐投发电集团总部远程培训系统为例,提出远程培训标准化的发展构想(包括网络架构、应用系统、课件更新、在线考试、问题答疑、培训评价、信息安全等)以及具体实施步骤。使得作为“人才密集型”与“技术更新型”的发电集团,通过对唐投发电集团远程培训需求、内容、教学模式、评估四个环节的标准化设计。深入各基层电厂,运用个例访谈法、调查问卷法、个案研究法、文献研究法等研究方法,从而构建发电集团远程培训的标准化发展模式。针对不同层次、不同岗位的专业技术人员的知识更新需要,进行科学、细致的分析,做到与企业自身实际相结合,与员工发展需要相结合。通过详细阐述发电集团远程培训标准化模式在唐投发电集团应用中的问题,提出基于可持续发展模式下提高远程培训效果的保障措施,使得培训效果更加完善有效。以“分散培训,集中考核”的培训方式,科学选择员工教育培训的内容、途径和方法,并使下属各基层发电厂有序开展实用性、预见性、超前性的远程标准化培训,为企业发展提供可持续的智力支持和人才保障。发电集团公司总部通过系统建立网络远程培训标准化,利用集团公司人力资源部统一对培训监管考核的优势,集合下属各分公司内部的人力资源建立培训师队伍;依托电力高校专业资源,校企联合,优势互补,资源共享。按照不同岗位的需求制定专业相关的课程,避免资源重复建设,实现发电企业远程培训的制度化与标准化。有效利用远程网络进行培训,帮助地处偏远、人才分散、调度困难、岗位重要的基层发电厂解决生产运行中的技术难题。缓解“工学矛盾”,增强发电集团的活力和后劲。
[Abstract]:With the deepening development of knowledge economy, more and more countries realize that in order to improve overall national strength, professionals and labor force are required to receive higher quality education and training. Compared with traditional face-to-face teaching, Training assisted by network or other electronic means at a low cost, Widespread popularity and ever-improving technical support has become a reliable option for more and more companies to conduct on-the-job or pre-job training for their employees. As the economy enters a new normal of slowing down, it is knowledge-intensive. It is very necessary for the technology-intensive large state-owned power generation group to use the remote network to create a new carrier for learning and training. This paper takes the remote training system of the headquarters of the Tangtuan Power Generation Group as an example. Put forward the development conception of standardization of distance training (including network structure, application system, courseware update, online examination, question answering, training evaluation, etc. As a "talent intensive" and "new technology" power generation group, through the Tang Tong Power Generation Group long-distance training needs, content, teaching mode, To evaluate the standardized design of the four links. To go deep into the grass-roots power plants, and to use the methods of individual case interview, questionnaire, case study, literature research, etc. In order to build a standardized development model of long-distance training in power generation group, aiming at the need of knowledge renewal of professional and technical personnel at different levels and different positions, scientific and detailed analysis is carried out, so that it can be combined with the actual situation of the enterprise itself. Combining with the development needs of employees, this paper expounds in detail the problems in the application of the standardized model of long-distance training in the power generation group, and puts forward the safeguard measures to improve the effect of long-distance training based on the sustainable development model. To make the training effect more perfect and effective. With the training method of "decentralized training, centralized examination", we can scientifically select the contents, ways and methods of staff education and training, and make the subordinate grass-roots power plants develop practicability and predictability in an orderly manner. Advanced long-distance standardized training provides sustainable intellectual support and talent support for the development of enterprises. Using the advantages of the HR department of the group company to unify the training supervision and examination, to assemble the human resources of the subordinate branches to set up the training staff, relying on the professional resources of the electric power colleges and universities, unifying the universities and enterprises, and complementing each other with their advantages, Resource sharing. According to the needs of different positions to develop relevant professional courses, avoid duplication of resources construction, realize the institutionalization and standardization of long-distance training for power generation enterprises, effectively use remote network for training, help remote, scattered talents, It is difficult to dispatch and the basic-level power plant with important posts solves the technical problems in production and operation, alleviates the "contradiction between engineering and learning", and strengthens the vitality and stamina of the power generation group.
【学位授予单位】：石河子大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F426.61;F272.92

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