First, strengthen the annual training of middle-level cadres through in-depth demand research, setting up special forums according to majors, and sending personnel for training; Second, through cross-departmental, cross-professional, cross-sequence and other rotation methods, orderly organize cadre rotation exchanges, further expand business areas, and comprehensively improve the comprehensive management ability of cadres; Third, by improving the selection and training system of reserve cadres, we will speed up the professional upgrading and comprehensive quality training of key talents in bureau headquarters and county companies.

Second, strengthen the construction of management (technical) talent team.

First, by improving the management of professional qualification evidence collection and introducing effective incentive measures, the theoretical foundation of managers is constantly consolidated; Second, organize regular training and exam adjustment, strengthen the knowledge update of managers and promote the improvement of comprehensive quality; The third is to improve the selection and training mechanism of expert talents, formulate special training plans, and consciously strengthen the training of newcomers. Fourth, strengthen the training of young technical backbones, formulate clear training directions and objectives, and put forward specific training measures to promote the rapid growth of young technical backbones. .

Third, efforts should be made to promote the construction of production skilled talents.

First, based on the professional ability training standards of State Grid Corporation, on-the-job training standards of provincial companies and on-site equipment, systematic training is conducted around rules and regulations, work processes and professional skills according to professional classification. According to the principle of "emphasizing key points, breaking through one by one, and proceeding step by step", it will take 3-5 years to implement the team quality improvement plan year by year. The second is to introduce the "subject system" training method for rural power, and comprehensively strengthen the skills training of rural power teams with the professional ability training norms of State Grid Corporation and the post training standards of provincial companies as the main contents.

Fourth, coordinate the organization of competition adjustment.

Regularly organize the adjustment of general examinations for personnel of all majors and levels, and organize annual skill competitions in a planned way. By adjusting exams and competitions, we can find the gaps and problems, and adjust the training plan and training content in time to achieve the goal of "promoting training by exams, promoting learning by exams, and promoting use by exams".

Fifth, help new employees grow.

First, strengthen the induction training for new employees, comprehensively analyze their professional expertise and the professional direction that needs to be cultivated, and conduct targeted and centralized training to help new employees consolidate their business foundation and quickly adapt to the needs of enterprises; The second is to strengthen the practical training of grass-roots teams and groups, enhance the accumulation of new employees' grass-roots production experience, and consciously arrange fresh graduates with good comprehensive quality and excellent performance to be trained as team leaders after a certain period of first-line job training. The third is to strengthen guidance, appoint experts as tutors in a planned way, tailor practical training plans and objectives for new employees, clarify specific learning and work tasks, and organize periodic assessments and due assessments. The evaluation results will serve as the basis for the growth and rating of new employees.

Sixth, optimize training resources.

First, build a training base with outstanding functions, improve the existing training equipment and facilities, and increase the operation and use of training equipment by personnel around the core of "ability training" to ensure the training effect of personnel; The second is to build a team of excellent teachers, give full play to the technical advantages of talents from various channels, go deep into the front line to guide and help, train professional backbones and team leaders into part-time teachers, and comprehensively improve the quality of personnel; The third is to build a rich teaching system, strengthen the analysis of training needs, enrich and diversify training methods, improve and popularize the distance training system, and establish an incentive mechanism for the selection of excellent teaching materials, courseware and question banks and a mechanism for all employees to enjoy them.

Fourth, the main measures

By standardizing post management, strengthening training organization and assessment, improving training assessment and deepening the application of training assessment, a scientific and orderly closed-loop management of talent training is formed.

First, improve the preparation of job descriptions.

On the basis of refining and perfecting the job description of the bureau headquarters, improve and perfect the job descriptions of all departments and positions under collective enterprises and county companies, and provide reliable basis for analyzing the post competence of post holders and organizing training needs.

Second, standardize post qualification management.

Strictly implement the post qualification examination system and establish a mechanism linking post qualification with salary and benefits. Standardize the examination and approval system for employees to participate in on-the-job academic education, and require employees to participate in on-the-job academic education in occupations related to their jobs; Employees participate in on-the-job academic education, and the time for attending face-to-face lectures and exams is provided after approval by the unit; Without approval, employees may not sign up for on-the-job academic education. Standardize and improve the evaluation of professional and technical qualifications and professional qualifications for socialized employment; Every year, the professional quality of all kinds of personnel should be thoroughly investigated in advance. For those who have room for improvement, it is necessary to publicize policies, encourage registration, and actively do a good job in reviewing before the exam and preparing application materials.

Third, strengthen the organization of staff quality training.

Establish staff quality training is the sense of responsibility of organizations at all levels, make it clear that training is the responsibility requirement of the top leaders of units at all levels, further clarify the training responsibilities of human resources departments, training centers and units, and fully mobilize the initiative and enthusiasm of units at all levels to participate in training. Form a hierarchical training mechanism with the human resources department as the main function, the management training center as the implementing agency and the employer as the cooperative department. Make full use of the internal and external training resources of the enterprise, adopt the training mode of "please come in and send out", combine the actual work of the post, make full use of special training, mentoring, rotation training, off-the-job training and other training forms, and comprehensively strengthen the quality improvement of employees.

Fourth, improve the evaluation of employee training.

Strengthen the management of employee training satisfaction evaluation and the follow-up evaluation of the later application of training results. Collect feedback and evaluation of teaching and training courses, training institutions and teachers in time through sampling questionnaire survey; Through theoretical examination, skill assessment and other means, timely carry out the evaluation of business training effect corresponding to the knowledge meeting; Through regular visits to students and employing departments, this paper analyzes the role of employees in promoting job performance before and after training, and evaluates the training effect. If the training effect is evaluated well, sum up experience and promote it; If the evaluation of the training results is average or poor, the relevant training plan should be adjusted in time.

Linking the results of training examinations and competitions with personal performance, punishing those who fail the examinations, and commending and rewarding the winners of the competitions. The assessment and training of the subject system of rural power will be included in the annual integral management of rural power engineers.

Fifth, deepen the application of educational and training achievements.

Improve the relevant rules and regulations, coordinate the training assessment results and professional quality improvement with performance cashing, salary adjustment, job promotion, evaluation first, talent selection and other links, fully mobilize the enthusiasm of departments to attach importance to training, and stimulate the enthusiasm of employees to participate in learning and training.