A地铁公司乘务中心培训体系研究

发布时间：2018-11-14 09:58

【摘要】：伴随着我国城市建设发展的突飞猛进,城市的规模正在日益扩张,交通堵塞和环境污染的问题越来越突出,城市轨道交通具有节能环保、稳定可靠、方便快速、人性化服务等诸多优势,从而备受人们的喜爱以及赞赏,日益增多的城市相继迈入了“城市轨道交通时代”,地铁行业进入了快速发展时期。作为企业运营的一线生产单位,地铁公司乘务中心的主要责任在于监督以及管理电客车驾驶、工程车驾驶、司机派班、车场调度和各项施工操作之类的任务,详细涵盖了电客车司机、工程车司机、信号楼工作人员以及车场调度人员这样几个主要的工种,乘务中心相关人员作为地铁产业每日稳定运作不可或缺的要素,同时作为地铁公司经济效益直接挂钩的责任方,其从业能力和全面素质对于地铁领域企业在运营过程中的安全稳定、经济效益以及长远发展都将产生重要的影响,但是,随着外部新建运营企业不断增多,专业人才短缺的问题日益凸显,行业内成熟人才供给量远远低于需求量,现有企业人员离职人数逐年攀升,内部运营线路扩增,人员技能水平、管理水平与岗位要求存在一定的差距,人才队伍的建设存在严重的滞后性,急需通过完善的培训体系促使员工尽快成长成熟。随着科技的进步与自动化水平的提高,设备和作业方式的不断更新,对员工的业务水平、学习能力和职业素养方面的要求越来越高,员工培训管理也面临着前所未有的压力和挑战。新形势下,原有的培训方式暴露出了许多问题,员工参与培训的积极性不高,学习的动力不足,很多企业的培训工作流于形式,人力资本的水平与企业发展需求之间的矛盾越来越显现出来,企业管理者尤其是人力资源相关部门只有深入分析面临的问题,不断创新培训模式,才能提高企业的核心竞争力。另外,轨道交通企业员工队伍具有年轻化、学历层次高的特点,其思想活跃、求知欲强、个性突出、对晋升和薪酬收入敏感,且具有明显的流动偏好,员工谋求发展的愿望较为强烈,因此,如何尽快培养出一支符合企业需求、专业素质高、综合能力强的专业人才队伍,并提高员工对企业的满意度和忠诚度,己成为众多城市轨道交通企业共同面临的最重要的课题,构建完善的员工培训体系,既是轨道交通企业现实生存的需要,也是其长远发展的必然要求。本文以A地铁公司乘务中心为研究对象,通过访谈、问卷调查、收集资料,深入了解其培训体系现状,以企业培训相关理论为依据,分析A地铁公司乘务中心培训体系面临的问题和挑战,最后综合运用系统模型,提出A地铁公司乘务中心培训体系构建方案,从培训需求分析、培训项目与计划制定、培训实施及培训效果评估四个方面进行了详细阐述。本文采用的研究方法主要有访谈法、问卷调查法等。
[Abstract]:With the rapid development of urban construction in our country, the scale of cities is expanding day by day, the problems of traffic jam and environmental pollution are more and more prominent. Urban rail transit has the advantages of energy-saving, environmental protection, stability, reliability, convenience and speed. Many advantages such as humanized service have been loved and appreciated by people. More and more cities have stepped into the era of urban rail transit, and the subway industry has entered a period of rapid development. As a first-line production unit operated by an enterprise, the main responsibility of the subway company's crew center is to supervise and manage the tasks of electric passenger car driving, engineering vehicle driving, driver dispatching, yard dispatching and various construction operations. It covers in detail several major types of work, such as electric bus drivers, engineering vehicle drivers, signal building staff and vehicle yard dispatchers. The crew of the passenger service center are indispensable elements for the daily stable operation of the subway industry. At the same time, as the party responsible for the direct link between the economic benefits of the metro company, its working ability and overall quality will have an important impact on the safety and stability, economic benefits and long-term development of enterprises in the field of subway operation, but, With the increasing number of outside new operating enterprises, the problem of professional talent shortage is becoming increasingly prominent, the supply of mature talents in the industry is far below the demand, the number of staff leaving the existing enterprises is increasing year by year, and the internal operation lines are expanded. There is a certain gap between the level of personnel skills, management level and post requirements, and there is a serious lag in the construction of the talent team. It is urgent to promote the staff to grow up and mature as soon as possible through the perfect training system. With the progress of science and technology and the improvement of automation level, and the continuous updating of equipment and working methods, the demands on the staff's business level, learning ability and professional accomplishment are becoming higher and higher. Staff training management is also facing unprecedented pressure and challenges. Under the new situation, the original training methods have exposed many problems, the enthusiasm of employees to participate in training is not high, the motivation for learning is insufficient, and the training work of many enterprises is mere formality. The contradiction between the level of human capital and the development needs of enterprises is more and more obvious. Only by analyzing the problems faced by the managers, especially the human resources departments, and innovating the training mode, can the core competitiveness of enterprises be improved. In addition, the workforce of rail transit enterprises is characterized by younger age, higher educational level, active thinking, strong desire for knowledge, outstanding personality, sensitivity to promotion and salary income, and obvious mobility preference. Therefore, how to cultivate a team of professionals who meet the needs of the enterprise, with high professional quality and strong comprehensive ability, and improve the satisfaction and loyalty of the employees to the enterprise. It has become the most important task that many urban rail transit enterprises face together. To build a perfect staff training system is not only the need of the existence of rail transit enterprises, but also the inevitable requirement of its long-term development. This article takes the A subway company crew center as the research object, through the interview, the questionnaire survey, collects the data, deeply understands its training system present situation, takes the enterprise training related theory as the basis, This paper analyzes the problems and challenges faced by the training system of the crew center of the A Metro Corporation, and finally, using the system model synthetically, puts forward a scheme for constructing the training system of the passenger service center of the A Metro Corporation, from the analysis of the training needs, the formulation of the training project and the plan. Four aspects of training implementation and training effect evaluation are described in detail. The main research methods used in this paper are interview, questionnaire and so on.
【学位授予单位】：兰州交通大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F572.6

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