A地鐵公司乘務(wù)中心培訓(xùn)體系研究
發(fā)布時(shí)間：2018-11-14 09:58
【摘要】：伴隨著我國城市建設(shè)發(fā)展的突飛猛進(jìn),城市的規(guī)模正在日益擴(kuò)張,交通堵塞和環(huán)境污染的問題越來越突出,城市軌道交通具有節(jié)能環(huán)保、穩(wěn)定可靠、方便快速、人性化服務(wù)等諸多優(yōu)勢,從而備受人們的喜愛以及贊賞,日益增多的城市相繼邁入了“城市軌道交通時(shí)代”,地鐵行業(yè)進(jìn)入了快速發(fā)展時(shí)期。作為企業(yè)運(yùn)營的一線生產(chǎn)單位,地鐵公司乘務(wù)中心的主要責(zé)任在于監(jiān)督以及管理電客車駕駛、工程車駕駛、司機(jī)派班、車場調(diào)度和各項(xiàng)施工操作之類的任務(wù),詳細(xì)涵蓋了電客車司機(jī)、工程車司機(jī)、信號(hào)樓工作人員以及車場調(diào)度人員這樣幾個(gè)主要的工種,乘務(wù)中心相關(guān)人員作為地鐵產(chǎn)業(yè)每日穩(wěn)定運(yùn)作不可或缺的要素,同時(shí)作為地鐵公司經(jīng)濟(jì)效益直接掛鉤的責(zé)任方,其從業(yè)能力和全面素質(zhì)對(duì)于地鐵領(lǐng)域企業(yè)在運(yùn)營過程中的安全穩(wěn)定、經(jīng)濟(jì)效益以及長遠(yuǎn)發(fā)展都將產(chǎn)生重要的影響,但是,隨著外部新建運(yùn)營企業(yè)不斷增多,專業(yè)人才短缺的問題日益凸顯,行業(yè)內(nèi)成熟人才供給量遠(yuǎn)遠(yuǎn)低于需求量,現(xiàn)有企業(yè)人員離職人數(shù)逐年攀升,內(nèi)部運(yùn)營線路擴(kuò)增,人員技能水平、管理水平與崗位要求存在一定的差距,人才隊(duì)伍的建設(shè)存在嚴(yán)重的滯后性,急需通過完善的培訓(xùn)體系促使員工盡快成長成熟。隨著科技的進(jìn)步與自動(dòng)化水平的提高,設(shè)備和作業(yè)方式的不斷更新,對(duì)員工的業(yè)務(wù)水平、學(xué)習(xí)能力和職業(yè)素養(yǎng)方面的要求越來越高,員工培訓(xùn)管理也面臨著前所未有的壓力和挑戰(zhàn)。新形勢下,原有的培訓(xùn)方式暴露出了許多問題,員工參與培訓(xùn)的積極性不高,學(xué)習(xí)的動(dòng)力不足,很多企業(yè)的培訓(xùn)工作流于形式,人力資本的水平與企業(yè)發(fā)展需求之間的矛盾越來越顯現(xiàn)出來,企業(yè)管理者尤其是人力資源相關(guān)部門只有深入分析面臨的問題,不斷創(chuàng)新培訓(xùn)模式,才能提高企業(yè)的核心競爭力。另外,軌道交通企業(yè)員工隊(duì)伍具有年輕化、學(xué)歷層次高的特點(diǎn),其思想活躍、求知欲強(qiáng)、個(gè)性突出、對(duì)晉升和薪酬收入敏感,且具有明顯的流動(dòng)偏好,員工謀求發(fā)展的愿望較為強(qiáng)烈,因此,如何盡快培養(yǎng)出一支符合企業(yè)需求、專業(yè)素質(zhì)高、綜合能力強(qiáng)的專業(yè)人才隊(duì)伍,并提高員工對(duì)企業(yè)的滿意度和忠誠度,己成為眾多城市軌道交通企業(yè)共同面臨的最重要的課題,構(gòu)建完善的員工培訓(xùn)體系,既是軌道交通企業(yè)現(xiàn)實(shí)生存的需要,也是其長遠(yuǎn)發(fā)展的必然要求。本文以A地鐵公司乘務(wù)中心為研究對(duì)象,通過訪談、問卷調(diào)查、收集資料,深入了解其培訓(xùn)體系現(xiàn)狀,以企業(yè)培訓(xùn)相關(guān)理論為依據(jù),分析A地鐵公司乘務(wù)中心培訓(xùn)體系面臨的問題和挑戰(zhàn),最后綜合運(yùn)用系統(tǒng)模型,提出A地鐵公司乘務(wù)中心培訓(xùn)體系構(gòu)建方案,從培訓(xùn)需求分析、培訓(xùn)項(xiàng)目與計(jì)劃制定、培訓(xùn)實(shí)施及培訓(xùn)效果評(píng)估四個(gè)方面進(jìn)行了詳細(xì)闡述。本文采用的研究方法主要有訪談法、問卷調(diào)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.
【學(xué)位授予單位】：蘭州交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F572.6
本文編號(hào)：2330840
[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.
【學(xué)位授予單位】：蘭州交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F572.6
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