Staff training summary

Staff training summary

In order to effectively improve the technical skills of employees, our factory is based on the production and operation situation and combined with the requirements of the "Management Culture Year" activities, "demand-oriented, student-centered, skill-based", and seized the "three bases" "Work, that is, basic theory education, basic knowledge learning, basic skills training; strengthen the "three-tier" training, that is, management personnel training, professional and technical personnel training, operator training, and upgrade the technical skills of our employees to a new The standard. In the whole year, a total of 96 training courses at various levels were held, training 4932 people; 608 people were out of training, including 243 cadres; 80 academic qualifications, 266 students, 87 graduates, including 3 graduate students; A total of 1193 people participated in the skill appraisal. Our specific approach is:

First, improve the training assessment mechanism

By establishing the concept of “training is the long-term investment of the enterprise, it is the greatest development of the development, the maximum welfare of the employees”, and actively create a good environment conducive to employee training. In terms of cadre training, the “Xxxxxxx Factory Cadre Education and Training Credit System Management Measures” was formulated. Focusing on the requirements of building a lifelong education system and establishing learning cadres, we will mobilize and give full play to the enthusiasm of individual departments and cadres to learn, establish a long-term mechanism for cadre learning, and promote the institutionalization of cadre education and training. According to the requirements of our factory to improve the technical skills of cadres, on the basis of completing the three-year “5+x” training plan for cadres in XX~XX years, every three years from XX years as a cycle, within three years, the department-level cadres Accumulated training must be completed 72 credits, and the accumulated training for managers and professional technicians below the department level must be completed 60 credits. Registration is carried out by means of recording credits and awarding credits. Cadres' self-study credits are recorded by the employee training center according to the quarterly inspections, and the “xxxxxxx factory cadre education training credit registration form” is filled out. The completion of cadre credits will serve as a basis for cadre assessment and competition. If the training task is over-executed within three years, the center will give appropriate rewards for the selection; if it is not a training task for personal reasons, the whole plant will notify; if it fails to complete the training task in the current year, it will not be able to participate in the advanced evaluation of the training system and the qualification evaluation of the first-level professional and technical positions. .

In terms of operator training, six mechanisms are used to promote the growth of highly skilled personnel: First, build a skills training mechanism. According to the Central Committee of the Communist Youth League, the Ministry of Labor and Social Security, and the State-owned Assets Supervision and Administration Commission of the State Council, the “Green Worker Skills Revitalization Plan”, the “Blue Collar Skills Enhancement Project” project, which utilized three years to improve the skills of operators, was developed and implemented. The “green channel” for the operators to become talents; the second is to build a skill contest mechanism. Accelerate the emergence of newcomers to technology; the third is to build a skills appraisal mechanism. In-depth implementation of the "skills appraisal system" to promote the technical workers to become talents. The “Measures for the Implementation of One-person Multi-Certificate” was enacted to encourage operators to obtain the second or more “professional qualification certificates” through skill appraisal while gradually refining their skills, and gradually reach “One Gangjing, Ergangtong, Sangang”.

The training objectives and the purpose of “transfer can be employed, and can be qualified for employment”. Those who have obtained the second or more “vocational qualification certificates” through skill appraisal, reimbursement skills appraisal test fees, and are set up by the factory staff training center. The technical file, 5 people have obtained the second "professional qualification certificate". Three people have been identified in advance; the fourth is to build a technology communication mechanism. The implementation of the "golden coach" evaluation system, based on the results of many years of coaching, evaluation Eight “golden coaches” were also included. At the same time, the “Golden Coach” resources were shared by the whole factory; the fifth was to build a commendation and reward mechanism. Continue to implement the “Excellent Staff Trainees” and “Chief Mechanics” appraisal system, and vigorously promote the employee quality project. Invested 100,000 yuan for 21 company-level "technical experts", 8 factory-level "gold medal coaches" and 15 factory-level "chief mechanics" to subscribe to various technical books and science books. At the same time, in accordance with "general training of general personnel, The principle of key personnel training, shortage of personnel training, and excellent personnel reward training, and the selection of 6 technical experts and technical backbone training. Publicity media such as archives, television, and internet, publicizing and demonstrating the top-notch technology. Awarded “Technical Experts” for xxx, xxx, and XX Annual Employee Technology Competition in the XX Company Technical Competition for the maintenance of electricians and car drivers. 9 employees, including the title of xxx, the factory party committee made a "decision on the development of excellent skills such as Cui Zhenyu, Liang Hailong, etc."; Sixth is to build a training assessment mechanism. According to the requirements of strengthening the basic management of the grassroots, establish a "employee training monthly Inspection and assessment system. Implementing the “annual technical assessment of operators” system to improve employees' self-consciousness. There are 27 types of work throughout the year, 2,618 people participated in the annual technical assessment of operators, and those who failed the assessment were deducted for the monthly bonus; 60 technicians participated in the annual technical appraisal, and the technicians who had failed the unqualified examinations were suspended for one year; those who failed the two skills appraisal were executed for half a year; the training and examination system was established. The training expenses for 2 personnel who fail to participate in the company-level training examination will not be reimbursed.

Second, the implementation of the "three basics" training

Establish a “step platform” for employees at different levels of management, technology, operation and different levels of the same level, so that each employee can display his talents on his own “runway” and become the talents needed by the company.

1. Implement basic theoretical education for managers at all levels. With the goal of improving the ideological and political factors of managers, we will vigorously carry out political theory training; improve the management ability and level of management personnel, vigorously carry out economic knowledge training; open up their horizons and establish new "enhanced cohesiveness with cultural power to implement Management and development

Read. According to the spirit of the factory's "grasping details management" and "improving execution", we held 4 sessions of 81 department-level cadres on the basis of 20 training sessions on "details to determine success or failure" and training of 617 managers. Participate in the “How to Improve Execution” training course. The training has strengthened the execution of employees and inspired the employees' unlimited work enthusiasm. The second section of the oil production operation is aimed at analyzing problems and solving problems of some stationmasters, helping some webmasters to learn the oil well diagnosis as soon as possible and open a “technical small stove” for them. First, the geological team leader selects the blocks according to the actual situation of each station, and uses their spare time to train them as individual soldiers. Starting from the investigation of the data, let the webmasters personally draw the relevant charts, and use the chart to analyze the managed blocks, find out the main reasons for the changes in the production of the wells, and clarify the measures to be taken in the next step.

2. Implement the basic knowledge of professional and technical personnel. First, in combination with the application of new technologies, professional and technical personnel are encouraged to master the technical knowledge from all aspects of development geology, drilling and mining engineering to ground gathering and transportation engineering, comprehensively improve the comprehensive business of professional and technical cadres, and actively forge professional and technical talents; It is to continue to carry out one-person training, and everyone will benefit from the "linkage training" to expand the scope of dissemination of new technologies and new knowledge. A training course on “screw pump oil production technology” attended by 40 oil production and geological technicians was held. The technical staff of the process institute combined with the special investigation on the leveling well technology in xx and xx oil fields, and organized a “level-well technology interactive training course”. 40 oil production and geological technicians participated in the training; thirdly, with the establishment of digital oil production plant, oil and water well management technology and information technology will be widely applied, and higher and higher requirements are put forward for the management personnel computer. For this reason, we carried out computer application training in steps, levels and grades, and held the “Single Well Benefit Evaluation Software Training Course”, 1 training session, 12 people; “Computer Operation Level Improvement Class”, 3 sessions, training 94 people. There were 13 management and professional technicians who signed up for the National Computer Rank Examination and 11 who obtained the registration certificate.

3. Strengthen the basic skills training of the post operators. In the main types of work such as oil production, hot injection operation, gathering and transportation, maintenance electrician, etc., the “Blue Collar Skills Enhancement Project” was implemented to combine the training work with the selection of top-notch talents, and to improve the post operation ability. The combination of skill appraisal, effectively improve the skill level of the post operator, and form a training pattern of “taking the line with the line and taking the line with the line”.

Staff training summary

In order to further improve the comprehensive cadre of the cadres and workers, the bureau will be transformed into a learning-type, harmonious-type, service-oriented institution, cultivate and create a well-equipped transportation team, and promote the work of the bureau to a new level. Efforts will be made to promote the development of the modern transportation industry. According to the employee training work plan formulated at the beginning of the year, the education and training of the overall middle-level cadres and key technical personnel will be strengthened. The annual staff training work is summarized as follows:

First, attach importance to education and training, and improve employee ethics

1. Actively mobilize the staff of the organization bureau to participate in various qualification examinations and technical title examinations. At present, there are 6 middle-ranking titles of middle-ranking cadres, 4 junior titles, 3 technicians, 5 senior workers and 8 intermediate workers. There are 8 junior workers, and the titles of technicians and above have accounted for 12.5 of the total number of workers.

2. In order to improve the knowledge level of the cadres and workers in order to meet the needs of the work, we encourage cadres and workers to actively participate in the study of various TV universities and adults. At present, 49 of the 49 employees on the job have reached the specialist level, and 7 have reached the university department; there are 1 professional staff member and 9 university staff members. The overall cultural quality of the staff has been continuously improved.

3. Continue to train the legal and business knowledge of cadres and workers. This year, we integrated the actual work needs of various departments. We organized training for road administration and maritime law enforcement personnel on basic knowledge of law and traffic enforcement. Through law enforcement training, law enforcement personnel's legal knowledge level and legal administrative capacity have been further improved, enabling administrative law enforcement personnel to deeply understand the connotation of laws and regulations, organically combine laws and regulations with the actual situation, and effectively promote the development of traffic law enforcement. .

4. In order to strengthen traffic power, improve road construction standards, and contribute to the development and construction of XX transportation, this year continue to organize personnel to participate in various business-related knowledge training courses organized by Shengzhou and county departments, and to industry management personnel and technical personnel. The training of special post workers has reached 87.7 this year, and the total training budget for employee education has reached 978.29 million yuan, accounting for 8.5 of the total salary.

By learning the new knowledge in the form of going out, it provided theoretical guarantee for the construction of the transportation team, and further improved the quality of the traffic work and the transportation team. Through training, everyone's thoughts are touched greatly, ideas are inspired, and vision is expanded, which further enhances the sense of responsibility and urgency of doing their jobs, and also discovers their own shortcomings and problems, as well as our methods of working in transportation. In the case of defects, everyone opened up their horizons, grew up their knowledge, clarified their ideas, and inspired confidence and enthusiasm for doing a good job in transportation.

Second, strengthen the cadre integrity training, play a preventive role

Traffic is a high-risk industry. The integrity of cadres directly affects the integrity of the entire transportation system. It is of great significance to strengthen the building of a clean government and promote honesty and integrity.

1. This year's Party Committee Organization Party School held a training course for leading cadres. The leadership team of the bureau attached great importance to it and actively organized the middle-level and above-level leading cadres to participate in the training. A total of 22 people participated in the training and 110 people participated in the training.

2. In the activity of scientific development concept, the integrity education for cadres and employees was strengthened. The main leaders personally grasped the education of honesty and cleanliness, organized all employees to participate in incorruptible education and training, and participated in a total of 51 people and 153 person-times. How to avoid risks, prevent violations of laws and regulations, strengthen the education of party style and clean government, build a firewall for anti-corruption, promote the construction of high-quality, efficient and clean traffic projects, and effectively protect the interests of the people.

Summarizing the situation of employee education and training this year, we believe that: through training, the theoretical knowledge is closely linked with the actual work, the theory is used to solve practical problems, and the theory is tested and sublimated in practice, which provides a good theoretical guarantee for future work. And a wealth of experience. It has improved the theoretical level of traffic practitioners, improved the overall quality of transportation practitioners, and provided a strong guarantee for strengthening the construction of rural roads. In order to learn more knowledge, the training volume needs to be increased, and the training content needs to be closer to the actual needs of the transportation industry. In the future, we must invest more time and energy in training, and make education and training as a fixed Task to catch.

Through the training of the staff of the middle-level leading cadres and key post personnel training and training in the past year, the expected education and training objectives have been achieved, which has greatly stimulated the enthusiasm of the cadres and workers, and created a strong learning atmosphere in the overall situation. The quality of the veggies has been significantly improved, which has greatly promoted the development of traffic work. In the future staff education and training, it is necessary to strengthen the continuous updating of training methods and methods, the age and reality of training content, avoid the formalization and preaching of training, truly play the role of training, and receive the effectiveness of training.

Staff training summary

In order to effectively improve the technical skills of employees, our factory is based on the production and operation situation and combined with the requirements of the "Management Culture Year" activities, "demand-oriented, student-centered, skill-based", and seized the "three bases" "Work, that is, basic theory education, basic knowledge learning, basic skills training; strengthen the "three-tier" training, that is, management personnel training, professional and technical personnel training, operator training, and upgrade the technical skills of our employees to a new The standard. In the whole year, a total of 96 training courses at various levels were held, training 4932 people; 608 people were out of training, including 243 cadres; 80 academic qualifications, 266 students, 87 graduates, including 3 graduate students; A total of 1193 people participated in the skill appraisal. Our specific approach is

First, improve the training assessment mechanism

By establishing the concept of “training is the long-term investment of the enterprise, it is the greatest development of the development, the maximum welfare of the employees”, and actively create a good environment conducive to employee training. In terms of cadre training, the “Xxxxxxx Factory Cadre Education and Training Credit System Management Measures” was formulated. Focusing on the requirements of building a lifelong education system and establishing learning cadres, we will mobilize and give full play to the enthusiasm of individual departments and cadres to learn, establish a long-term mechanism for cadre learning, and promote the institutionalization of cadre education and training. According to the requirements of our factory to improve the quality of cadre technology business, on the basis of completing the three-year “5+X” training plan for cadres from 2002 to 2004, every three years from 2005, as a cycle, within three years, the department-level cadres Accumulated training must be completed 72 credits, and the accumulated training for managers and professional technicians below the department level must be completed 60 credits. Registration is carried out by means of recording credits and awarding credits. Cadres' self-study credits are recorded by the employee training center according to the quarterly inspections, and the “xxxxxxx factory cadre education training credit registration form” is filled out. The completion of cadre credits will serve as a basis for cadre assessment and competition. If the training task is over-executed within three years, the center will give appropriate rewards for the selection; if it is not a training task for personal reasons, the whole plant will notify; if it fails to complete the training task in the current year, it will not be able to participate in the advanced evaluation of the training system and the qualification evaluation of the first-level professional and technical positions. .

In terms of operator training, six mechanisms are used to promote the growth of highly skilled personnel: First, build a skills training mechanism. According to the Central Committee of the Communist Youth League, the Ministry of Labor and Social Security, and the State-owned Assets Supervision and Administration Commission of the State Council, the “Green Worker Skills Revitalization Plan”, the “Blue Collar Skills Enhancement Project” project, which utilized three years to improve the skills of operators, was developed and implemented. The “green channel” for the operators to become talents; the second is to build a skill contest mechanism. Accelerate the emergence of newcomers to technology; the third is to build a skills appraisal mechanism. In-depth implementation of the "skills appraisal system" to promote the technical workers to become talents. The “Measures for the Implementation of One-person Multi-Certificate” was enacted to encourage operators to obtain the second or “professional qualification certificate” through skill appraisal while gradually refining their skills, and gradually reach the “one post, two posts, three posts” The training objectives and the purpose of "transfer can be employed, can be qualified for employment". Those who obtained the second or "professional qualification certificate" through skill appraisal, reimbursed the skills appraisal test fee, and set up a special technical file by the factory staff training center, and 5 people obtained the second "professional qualification certificate". Three people were identified in advance; the fourth is to build a technology communication mechanism. The “Golden Coach” appraisal system was implemented, and based on the results of coaching for many years, eight “golden coaches” were hired. At the same time, the “Golden Coach” resources will be shared across the factory; the fifth is to build a recognition and reward mechanism. Continue to implement the "excellent staff trainees" and "chief mechanics" appraisal system, and vigorously promote the employee quality project. In the year, 100,000 yuan was invested in 21 company-level “technical experts”, 8 factory-level “golden coaches” and 15 factory-level “chief technicians” to subscribe to various technical books and science books. At the same time, in accordance with the "general staff general training, key personnel training, shortage of personnel training, excellent personnel reward training" principle, the selection of 6 technical experts and technical backbone out training. Through the archives, television, Internet and other promotional media, publicity and display technology is the best. The KK and other employees who received the xxx and xxx of the maintenance electrician and the driver's gold medal in the technical competition of the xx company and the xxx who was awarded the “technical expert” in the 2005 employee technical competition of the factory, the factory party committee made a “about The decision to learn from Cui Zhenyu, Liang Hailong and other excellent skills employees; Six is ​​to build a training assessment mechanism. According to the requirements of strengthening the basic management of the grassroots level, the “Monthly Inspection and Assessment System for Staff Training” was established. The implementation of the "Operator's annual technical assessment" system to improve employees' self-consciousness, there are 27 types of work throughout the year, 2,618 people participated in the annual technical assessment of operators, and those who failed the assessment were deducted for the current month's bonus; 60 technicians participated in the annual Technical assessment, for the seven unqualified candidates to stop the technician subsidy for one year; for the two skills appraisal double failing personnel to implement the post-paid salary for a half-year treatment; established a training and examination system, for participating in the company-level training test The training expenses for 2 unqualified personnel are not reimbursed.

Second, the implementation of the "three basics" training

Establish a “step platform” for employees at different levels of management, technology, operation and different levels of the same level, so that each employee can display his talents on his own “runway” and become the talents needed by the company.

1. Implement basic theoretical education for managers at all levels. With the goal of improving the ideological and political factors of managers, we will vigorously carry out political theory training; improve the management ability and level of management personnel, vigorously carry out economic knowledge training; open up their horizons and establish new "enhanced cohesiveness with cultural power to implement The business management philosophy of “promoting development”. According to the spirit of the factory's "grasping details management" and "improving execution", we held 4 sessions of 81 department-level cadres on the basis of 20 training sessions on "details to determine success or failure" and training of 617 managers. Participate in the “How to Improve Execution” training course. The training has strengthened the execution of employees and inspired the employees' unlimited work enthusiasm. The second section of the oil production operation is aimed at analyzing problems and solving problems of some stationmasters, helping some webmasters to learn the oil well diagnosis as soon as possible and open a “technical small stove” for them. First, the geological team leader selects the blocks according to the actual situation of each station, and uses their spare time to train them as individual soldiers. Starting from the investigation of the data, let the webmasters personally draw the relevant charts, and use the chart to analyze the managed blocks, find out the main reasons for the changes in the production of the wells, and clarify the measures to be taken in the next step.

2. Implement the basic knowledge of professional and technical personnel. First, in combination with the application of new technologies, professional and technical personnel are encouraged to master the technical knowledge from all aspects of development geology, drilling and mining engineering to ground gathering and transportation engineering, comprehensively improve the comprehensive business of professional and technical cadres, and actively forge professional and technical talents; It is to continue to carry out one-person training, and everyone will benefit from the "linkage training" to expand the scope of dissemination of new technologies and new knowledge. A training course on “screw pump oil production technology” attended by 40 oil production and geological technicians was held. The technical staff of the process institute combined with the special investigation on the leveling well technology in xx and xx oil fields, and organized a “level-well technology interactive training course”. 40 oil production and geological technicians participated in the training; thirdly, with the establishment of digital oil production plant, oil and water well management technology and information technology will be widely applied, and higher and higher requirements are put forward for the management personnel computer. For this reason, we carried out computer application training in steps, levels and grades, and held the “Single Well Benefit Evaluation Software Training Course”, 1 training session, 12 people; “Computer Operation Level Improvement Class”, 3 sessions, training 94 people. There were 13 management and professional technicians who signed up for the National Computer Rank Examination and 11 who obtained the registration certificate.

3. Strengthen the basic skills training of the post operators. In the main types of work such as oil production, hot injection operation, gathering and transportation, maintenance electrician, etc., the “Blue Collar Skills Enhancement Project” was implemented to combine the training work with the selection of top-notch talents, and to improve the post operation ability. The combination of skill appraisal, effectively improve the skill level of the post operator, and form a training pattern of “taking the line with the line and taking the line with the line”.