本文選題：一線職工 + 培訓(xùn)　； 參考：《吉林大學(xué)》2014年碩士論文

【摘要】：隨著鐵路改革不斷向縱深發(fā)展，鐵路企業(yè)不再困在封閉的圈子中運(yùn)行，而是被投入到了市場競爭的環(huán)境之中，受到更多市場經(jīng)濟(jì)規(guī)律的左右。生存方式的轉(zhuǎn)變導(dǎo)致企業(yè)內(nèi)部架構(gòu)受到震顫，企業(yè)意識到?jīng)]有人才、缺乏人才培養(yǎng)輸送機(jī)制必會導(dǎo)致在市場競爭中的潰敗，甚至破產(chǎn)清算。企業(yè)經(jīng)營思路的轉(zhuǎn)變，會帶動人員思想觀念的更新，鐵路企業(yè)迫切需要人員技術(shù)水平和綜合素質(zhì)的提高。沈陽鐵路局吉林車輛段作為一線基層運(yùn)輸站段，在保證修車質(zhì)量、保證安全生產(chǎn)的基礎(chǔ)上，不斷節(jié)支降耗、提質(zhì)上量、經(jīng)營創(chuàng)效無疑是關(guān)系到企業(yè)未來發(fā)展的關(guān)鍵。在向市場轉(zhuǎn)型的這個過程中需要不斷的強(qiáng)化自身的核心競爭力，而企業(yè)的競爭歸根到底還是人才的競爭，更要求企業(yè)技術(shù)能力的跟進(jìn)，現(xiàn)代化生產(chǎn)工藝和先進(jìn)設(shè)備的引入，更增加了企業(yè)對于技術(shù)人才的需求，人員素質(zhì)和技術(shù)水平的高低制約著企業(yè)的安全、生產(chǎn)、經(jīng)營的方方面面。因此，，要提高整體素質(zhì)、補(bǔ)齊短板、建立并培訓(xùn)出適應(yīng)鐵路改革發(fā)展需要的一線鐵路人才隊(duì)伍，是一條必經(jīng)之路。 全國各鐵路局下屬的基層站段分為機(jī)、車、供、電、輛五大體系，站段一線職工基本培訓(xùn)單位均由段、車間、班組三級構(gòu)成，培訓(xùn)機(jī)制具有很好的普適性，可以跨系統(tǒng)通用。沈陽鐵路局吉林車輛段作為鐵路總公司的一個基層站段，在“轉(zhuǎn)機(jī)制、闖市場”的過程中，面臨著自身發(fā)展建設(shè)的嚴(yán)峻考驗(yàn)。只有人才培訓(xùn)得力，才能創(chuàng)造優(yōu)質(zhì)高效的工作質(zhì)量，以確保安全生產(chǎn)和運(yùn)輸暢通，使企業(yè)的信譽(yù)度提升、發(fā)展運(yùn)營良好，而通過優(yōu)化培訓(xùn)課程設(shè)計(jì)也可以使員工凝心聚力、共謀發(fā)展大計(jì)、實(shí)現(xiàn)個人發(fā)展與企業(yè)發(fā)展的雙贏，從而助力企業(yè)未來發(fā)展，形成一個不斷優(yōu)化人才隊(duì)伍的良性循環(huán)。 本論文旨在探討建立一個調(diào)研充分、體系完備的一線職工培訓(xùn)體系，以適應(yīng)企業(yè)的人才培養(yǎng)、儲備需求，使企業(yè)獲得可持續(xù)發(fā)展。由于鐵路企業(yè)員工培訓(xùn)方式的傳承性，有些培訓(xùn)內(nèi)容和方式已不適應(yīng)鐵路改制后的發(fā)展需求，因此，本文以沈陽鐵路局吉林車輛段為范本，采取文獻(xiàn)文檔分析法、問卷調(diào)查、小組座談和訪談法對沈陽鐵路局吉林車輛段一線職工的培訓(xùn)需求調(diào)研，并結(jié)合人員學(xué)歷、年齡結(jié)構(gòu)、技術(shù)等級等實(shí)際情況進(jìn)行細(xì)致分析，確定了一線職工的實(shí)際培訓(xùn)需求。通過破除從前培訓(xùn)內(nèi)容與生產(chǎn)實(shí)際脫節(jié)、培訓(xùn)教材內(nèi)容陳舊、培訓(xùn)形式單一等一系列弊端，采取了以內(nèi)部資料為主拓寬培訓(xùn)教材范圍、以生產(chǎn)實(shí)際為導(dǎo)向增強(qiáng)職工動手能力、以培訓(xùn)對象的薄弱點(diǎn)為培訓(xùn)重點(diǎn)更新培訓(xùn)內(nèi)容。使一線職工培訓(xùn)“接地氣”，有的放矢，從培訓(xùn)內(nèi)容、培訓(xùn)方式的改變促進(jìn)培訓(xùn)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.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F532.6;F272.92

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相關(guān)期刊論文 前2條

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