沈阳铁路局吉林车辆段一线职工培训体系设计

发布时间：2018-04-16 08:06

本文选题：一线职工 + 培训　；参考：《吉林大学》2014年硕士论文

【摘要】：随着铁路改革不断向纵深发展，铁路企业不再困在封闭的圈子中运行，而是被投入到了市场竞争的环境之中，受到更多市场经济规律的左右。生存方式的转变导致企业内部架构受到震颤，企业意识到没有人才、缺乏人才培养输送机制必会导致在市场竞争中的溃败，甚至破产清算。企业经营思路的转变，会带动人员思想观念的更新，铁路企业迫切需要人员技术水平和综合素质的提高。沈阳铁路局吉林车辆段作为一线基层运输站段，在保证修车质量、保证安全生产的基础上，不断节支降耗、提质上量、经营创效无疑是关系到企业未来发展的关键。在向市场转型的这个过程中需要不断的强化自身的核心竞争力，而企业的竞争归根到底还是人才的竞争，更要求企业技术能力的跟进，现代化生产工艺和先进设备的引入，更增加了企业对于技术人才的需求，人员素质和技术水平的高低制约着企业的安全、生产、经营的方方面面。因此，，要提高整体素质、补齐短板、建立并培训出适应铁路改革发展需要的一线铁路人才队伍，是一条必经之路。全国各铁路局下属的基层站段分为机、车、供、电、辆五大体系，站段一线职工基本培训单位均由段、车间、班组三级构成，培训机制具有很好的普适性，可以跨系统通用。沈阳铁路局吉林车辆段作为铁路总公司的一个基层站段，在“转机制、闯市场”的过程中，面临着自身发展建设的严峻考验。只有人才培训得力，才能创造优质高效的工作质量，以确保安全生产和运输畅通，使企业的信誉度提升、发展运营良好，而通过优化培训课程设计也可以使员工凝心聚力、共谋发展大计、实现个人发展与企业发展的双赢，从而助力企业未来发展，形成一个不断优化人才队伍的良性循环。本论文旨在探讨建立一个调研充分、体系完备的一线职工培训体系，以适应企业的人才培养、储备需求，使企业获得可持续发展。由于铁路企业员工培训方式的传承性，有些培训内容和方式已不适应铁路改制后的发展需求，因此，本文以沈阳铁路局吉林车辆段为范本，采取文献文档分析法、问卷调查、小组座谈和访谈法对沈阳铁路局吉林车辆段一线职工的培训需求调研，并结合人员学历、年龄结构、技术等级等实际情况进行细致分析，确定了一线职工的实际培训需求。通过破除从前培训内容与生产实际脱节、培训教材内容陈旧、培训形式单一等一系列弊端，采取了以内部资料为主拓宽培训教材范围、以生产实际为导向增强职工动手能力、以培训对象的薄弱点为培训重点更新培训内容。使一线职工培训“接地气”，有的放矢，从培训内容、培训方式的改变促进培训效果的全面提升。
[Abstract]:With the continuous development of railway reform, railway enterprises are no longer trapped in closed circles, but are put into the environment of market competition and influenced by more laws of market economy.The change of the way of existence causes the internal structure of the enterprise to be shaken. The enterprises realize that there are no talents and the lack of talent training and transportation mechanism will inevitably lead to the collapse in the market competition and even bankruptcy liquidation.The transformation of enterprise management ideas will lead to the renewal of personnel ideas. Railway enterprises urgently need to improve the technical level and comprehensive quality of personnel.Jilin depot of Shenyang Railway Bureau, as one of the primary transportation stations, on the basis of ensuring the quality of repair and safety of production, continuously saves expenses, raises quality and quantity, and its operation is undoubtedly the key to the future development of the enterprise.In the process of transition to the market, we need to constantly strengthen our core competitiveness. In the final analysis, the competition of enterprises is still the competition of talents. It also requires the technological capability of enterprises to follow up, the introduction of modern production techniques and advanced equipment.It also increases the demand for technical talents, and restricts the safety, production and management of enterprises.Therefore, it is the only way to improve the overall quality, make up the shortage board, establish and train the first-line railway personnel to meet the needs of railway reform and development.The basic stations and depots under the national railway bureau are divided into five major systems: machine, car, power supply, electric power, and vehicle. The basic training units for the staff and workers of the stations and depots are all composed of three levels: section, workshop, shift and group. The training mechanism is of good universality and can be used generally across systems.Jilin Depot of Shenyang Railway Bureau, as a basic station and depot of Railway Corporation, is facing the severe test of its own development and construction in the process of "turning mechanism and breaking into market".Only if the training of talents is effective, can we create high quality and efficient work quality, ensure safe production and smooth transportation, enhance the reputation of enterprises, develop and operate well, and through optimizing the design of training courses, we can also make the staff concentrated and cohesive.In order to realize the win-win situation between individual development and enterprise development, we can help the enterprise to develop in the future and form a virtuous circle to optimize the talent team.The purpose of this paper is to establish a well-researched and well-established training system for front-line staff and workers in order to meet the needs of talents training and reserve in order to make the enterprise obtain sustainable development.Because of the inheritance of training mode of railway enterprise staff, some training contents and methods can not meet the development demand after railway reform. Therefore, this paper takes Jilin rolling stock depot of Shenyang Railway Bureau as a model, adopts document analysis method and questionnaire survey.Group discussions and interviews were conducted to investigate the training needs of the first line workers of Jilin depot of Shenyang Railway Bureau, and the actual training needs of the first line workers were determined by combining with the actual conditions of the personnel education, age structure, technical grade and so on.By eliminating a series of drawbacks, such as the disconnection between the former training contents and the actual production, the obsolete contents of the training textbooks and the single training form, the author has adopted the internal materials to broaden the scope of the training materials, and the practical production orientation to enhance the practical ability of the workers.Update the training content with the training focus on the weakness of the training object.So that staff training "approachable", targeted, from the training content, training methods to promote the overall improvement of training results.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F532.6;F272.92

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