On the platform of field equipment, it is a three-dimensional operation combination of power maintenance industry in different time and space. As far as training is concerned, its three-dimensional operation project provides different training platforms for the cultivation of classified talents. Grasping different homework projects scientifically and timely, and simultaneously building talent training areas of various majors and levels can quickly cultivate a large number of skilled talents with superb skills and achieve twice the result with half the effort. 1. Training of core talents of unit-level maintenance power generation enterprises Usually, according to the scale of unit maintenance and shutdown, the planned maintenance of units is divided into four levels: A, B, C and D, in which A refers to the whole process of comprehensive disassembly inspection, repair and transformation of generator sets and their main and auxiliary equipment to maintain or improve equipment performance. A-level maintenance has the longest downtime, the largest maintenance scale, the most complete professional work and the most thorough equipment disintegration. In recent two years, the factory department has taken the opportunity of overhaul to list the talent training plan for the core positions of steam turbine specialty, speed regulation, water pump, boiler specialty, auxiliary machine, pipe valve, electrical motor, relay protection, advanced test and thermal control specialty DCS under overhaul as 10, and launched the on-site training platform for overhaul. (1) On-site explanation method. Before the maintenance project starts, the master explains the knowledge points that must be mastered in the maintenance operation from the specific project operation process, and integrates the necessary professional knowledge into the description of skill requirements step by step. Through the analysis of the structural principle of overhaul equipment, this paper describes how to do it (disassembly procedure), what to pay attention to (overhaul process), why to do it (quality standard), what to do if not to do it (acceptance standard), how to pre-control risks (safety regulations) and what to consume (spare parts). This shows that the core of knowledge content is skills, and each module is a combination of classroom teaching and live demonstration, highlighting the proportion of live explanation. Through the systematic and orderly explanation before the overhaul, the disciples said affectionately: this kind of training makes us become wise quickly, practical and effective, and we welcome it. (2) Practical model law. In view of the actual operation in the project, the theme is six modules: equipment structure, disassembly procedure, maintenance technology, quality standard, technical innovation safety measures and tool spare parts, and the main line is maintenance file package. After the master operates the demonstration, the apprentice will operate it again. In this process, the master will comment on each step of the apprentice's operation, put forward improvement measures for the lack of independent operation of the apprentice, and form a training record together with the operation scorecard of each actual operation. (3) Role transposition method. The master does the main work as a corner, and the apprentice does the B corner as an assistant. Through the example of the master, when a project is completed, the apprentice is familiar with the basic working procedures and requirements of the project and has the ability to work independently; In another project or topic of the same nature, let the apprentice do the angle A and the master do the angle B, push the apprentice to the front desk and the master will guide and escort. 2. In the process of power production, faults occur frequently, which leads to the decrease of equipment function coefficient. How to quickly and well eliminate fault defects is an arduous task in unit maintenance. This "mentoring" skill training focuses on the maintenance units of various maintenance majors, the main equipment and systems, typical faults and incurable diseases as the starting point, and the five modules of diagnosis and analysis, maintenance demonstration, lesson plan writing, special discussion and reasoning certification as the themes to carry out a series of activities. Each maintenance major has formulated corresponding implementation rules for the system equipment of this major. Established a professional work unit, led by professional leaders or professional supervisors, closely combined with major equipment hidden dangers and typical fault handling encountered in routine maintenance of 300MW units in recent years, comprehensively combing and excavating new methods, new processes and new technologies in usual fault diagnosis and condition-based maintenance. At the same time, according to the prescribed mode, the teaching plan is compiled, and various forms such as special lectures, technical reports and on-site technical demonstrations are used to stage, and the key points, difficulties and doubts are discussed and certified in an interactive way, forming a "mentoring", "mentoring" and "mentoring" mutual learning team, teaching wholeheartedly and studying hard. In view of the present situation that some master chefs are experienced, have low academic qualifications, and can do or not write, marine engineering majors pair young college students and technicians with them to help master chefs sum up their knowledge and experience, so that their experience gained in many years of practice can find a theoretical basis here. Similarly, under the guidance of young college students, their theoretical knowledge has been sublimated, their value has been recognized by the master, and they have learned valuable experience from the master. This theory combines practice with practice, knowledge is integrated into skills, and skills highlight the series of knowledge training, forming a diversified training mode of basic training, specialized technical research, knowledge enjoyment and technology inheritance. 3. Training of professionals in equipment installation and debugging. Electric power debugging and testing personnel are a special group, who undertake effective testing of electric power equipment, check whether there are hidden dangers in electric power equipment, judge whether it can be put into operation, prevent equipment damage accidents and ensure the safe operation of equipment. With the rapid development of electric power industry in the direction of large units, high parameters, high voltage and high automation, higher requirements are put forward for the depth, breadth and supervision and management ability of debugging and testing personnel. Regular preventive tests, live detection and online monitoring are included in the skill training scope of "mentoring system", with five modules as the theme: equipment characteristic test, characteristic parameter measurement, system test, equipment online monitoring, equipment fault analysis and test data processing.

1. At the end of a training program, full-time trainers will summarize the training contents of the previous stage through questionnaire survey and discussion in response evaluation, evaluate the apprentices' satisfaction with the training courses, masters and training institutions, find out the existing problems and deficiencies, and put forward the next training needs and improvement measures, so as to make corrections and improvements in the next training process. 2. The learning evaluation master plans to test and evaluate the training situation of the apprentice every six months, and uses theoretical knowledge (including safety regulations, inspection and maintenance regulations, skill testing, on-site physical operation, etc.). ) to measure the apprentice's absorption and mastery of training content, skills and ideas, and the master and apprentice write training summaries respectively. 3. After three months of behavior evaluation training, the employing department is responsible for tracking and evaluating the apprentices' labor attitude, work skills, professional behavior and potential development through observation, supervisor evaluation and colleague evaluation, and measuring whether the behavior changes of apprentices after training are caused by training; At the same time, it provides a basis for the establishment of personal development planning, post promotion and training reward and punishment system. 4. After the performance evaluation contract expires, the "Master and Apprentice" assessment team of the factory department will organize theoretical assessment and skill assessment of the apprentice according to the assessment plan. The theoretical examination adopts centralized closed questions, and safety skills are listed as compulsory contents. The skill test selects all practical operation items, supplemented by silently drawing the system diagram and filling in the working ticket, and analyzes and identifies the dangerous points. Detailed quantitative scoring rules are formulated for each test item. The test and evaluation work comprehensively tested the implementation effect of the training program and the skill level of the reference population, and also provided first-hand information for selecting outstanding technical backbones.

1 ". The training management innovation of apprenticeship training mode is an eternal topic. The new development situation requires constantly exploring new training concepts, new training mechanisms and new training methods. The traditional "mentoring system" only provides technical teaching to apprentices through mentoring. Because of the randomness and randomness of this mode, the training effect is also easily influenced by the level and attitude of the master. At the same time, apprentices are prone to dependence, which weakens the development of apprentices' self-innovation consciousness and ability and makes them lack creativity in their work. In 20 12, an innovative activity with the theme of "exploring the training mode of vocational tutorial system" was carried out, and senior managers and technical experts with good management skills in enterprises were hired to establish supportive training relationships with new employees and young employees with development potential, so as to provide help and guidance for corresponding employees to integrate into corporate culture, establish career planning and improve their self-performance. It also needs the support of the training system. 2. Establish an effective incentive and restraint mechanism, and establish a long-term mechanism for training high-skilled personnel. First, it is necessary to open up dual career development channels for management, technology and skill positions in the system, and set up senior positions such as expert technicians, chief technicians and professional post leaders in key positions, and the post allowance will be paid by the enterprise during the employment period; Technicians and senior technicians employed by enterprises enjoy the same salary and welfare benefits as engineers and senior engineers of their own units; Secondly, promote enterprises to establish trainer system, master-apprentice system and technician training system, reward enterprise trainers who have made outstanding contributions to the cultivation of high-skilled talents, and summarize and popularize their successful methods of cultivating talents in time to give play to their typical demonstration effect; Thirdly, organize skill competitions regularly to select, commend and reward technical experts, so that technical experts and craftsmen can shine like gold, but this requires the infiltration of corporate culture. 3. It is often impossible for enterprise technicians to build training bases by using on-site equipment for skills training. The "contradiction between work and study" caused by the construction period in overhaul is more prominent. Enterprises should focus on the training objectives of core professionals in large-scale units, and combine the actual production on site to build a training base for skilled talents that can not only meet the training needs, but also carry out skill competitions and post examinations. By optimizing the allocation of training resources, integrating teaching hardware, teachers' equipment, teaching materials and training modes, we will carry out "order-based" training with the identification of vocational qualification grades as the main line, and build a vocational qualification training platform focusing on the development of workers' professional ability, so that vocational qualification certificates will become an important means to guide the training direction and test the training quality; Improving employees' professional ability in an all-round way and optimizing the staff and skill structure will lay the foundation for establishing a modern vocational training system with reasonable structure, flexibility and openness, distinctive features and independent development, and it also needs the guidance of enterprise policies. The enterprise builds a platform for me, and I show my style for the enterprise. The inheritance, perfection and expansion of the tutorial system training mode have greatly activated the internal potential of employees, brought their creativity and wisdom into full play, and fully reflected their personal values. The values of "no excessive reactive power" and "promising is right" have been sublimated. Training is its own "right" and "obligation". This brand-new concept has been recognized by more and more people. I study life, I live, I study; Good scholars live, bad scholars die. Born in sorrow, learn without "dying"; Go beyond yourself and rebuild your golden body. The knowledge, diploma and capital that once made you proud have gradually become yesterday's yellow flowers. The fierce competition of human resources and the development of science and technology will rearrange everyone's value, and the eternal weight is only learning, learning and learning again.