In order to improve the quality of training, we take post-training evaluation as the key point to evaluate the training effect. Through questionnaire survey, we evaluate the training teachers' organizational ability, teaching ideas, language expression ability, satisfaction with answering questions, the richness of lecture content, the level of courseware production and the overall evaluation of the training base.
Eight, strengthen the work of skill appraisal.
According to the overall arrangement of xx Vocational Skills Appraisal Institute and xxx Company, in 2005, the skills appraisal station undertook the skills appraisal of 3686 operators. First, select company (factory) level technical experts to enrich the examiner team; Second, in order to improve the technical quality and evaluation level of appraisers, the first training course for oil production appraisers of xx Company 6 1 appraisers was actively held in four phases, including evaluation requirements, grading standards and professional ethics. And take on-site simulation score to improve the actual judgment ability and lay a good foundation for this year's skill appraisal work; Third, according to the new textbook, the equipment and facilities for skill appraisal of various types of work are supplemented, the operation item database is improved, and the evaluation items are scientifically refined and quantified; The fourth is to implement the expert system of assessors, strengthen the supervision and management of the assessment process, and ensure that the assessment work is open, fair and just.
Nine, has achieved fruitful training results.
1. Leaders at all levels have improved their training awareness and changed their training concepts: First, they have changed from the training of knowing what is missing to the training of knowledge and skills and the training of employees' learning ability; Second, the emphasis on book knowledge transfer has changed to the training of cultivating innovative spirit, improving practical ability and operational skills; Third, change from the low-level training of "single skill" to the high-level training of "compound", and cultivate more "compound" talents with "one specialty and many functions"; Fourth, from the past "emphasizing quantity and scale" training to "emphasizing quality and efficiency" efficiency training.
2. According to the actual situation of the production and operation of the unit, all grass-roots units scientifically formulate employee training plans, adopt various training forms and creatively carry out employee training in line with the principle of "pertinence and practicality".
The training of employees in xx oil production area has changed from single training to "multi-functional" training, and employees are encouraged to actively participate in the annual "multi-functional" assessment in the operation area while refining their skills. Those who have passed the examination of the assessment team in the operation area and reached the standard of "one post with many functions" in the operation area have priority in selecting advanced technicians, evaluating and hiring technicians, and going out for inspection. In order to gradually realize the training goal of "one post is excellent, two posts are proficient, and three posts can meet" and the purpose of "transfer to posts", the shortage of personnel in the operation area can be effectively alleviated. The operation area plans to make the employees of each oil production post meet the skill requirements of "one post with multiple functions" within three years, so as to improve the overall technical level of the operation area. Each station recommended the employees to take the examination according to the proportion of 40% of the employees in this station, and conducted the examination on 82 employees in 5 positions of 1 1 oil production station. The examination content is for female employees to take quality inspectors, large classes and well inspectors; Male workers take the exam to work as station workers and surveyors, which has changed the past mode of fixing gender and fixed work content, and will effectively improve labor efficiency and fully alleviate the labor tension caused by shortage of manpower.
According to the technical needs of employees and the actual needs of production, a new training mode of "combination of theory and practice, interaction between teachers and students" has been launched in the first area of thermal spraying operation. Through the implementation of the "543" training plan, the enthusiasm of employees to learn technology and practical skills has been further improved.
"5" means five training methods: including specialized technical courses, quality analysis, exchange of management experience, legal education and discussion of difficult problems.
"4" is to carry out "four small" activities: first, to train "small teachers" to identify the top technical experts and professional experts in the class station as "small teachers", break the traditional teaching method of single technician in employee training, adopt the teaching method of mutual teaching among employees, and let the "small teachers" explain how to solve the problems encountered in the work. This way of mutual teaching and learning not only mobilizes the enthusiasm of employees to learn business, but also promotes the improvement of their theoretical quality. The second is to value "fine products". Pay attention to finding business experts, carry out the "chief employee" selection activity of class stations, select an employee with excellent quality and skills as the "chief employee" in each class station every six months, enjoy the technical allowance of 100 yuan per month in the operation area, and be responsible for assisting the webmaster to deal with the technical problems of class stations. The third is to set up a class station "small classroom". Solve and explain the problems in production at any time, and improve the ability of employees to solve problems. The fourth is to discuss "small topics." Classes and stations carry out small-scale seminars in combination with reality. The discussion covers production, management, technology, management and other fields, laying a solid foundation for employees to improve their technical level.
"3" means to realize three forms of "snowball" band. Technicians help top technicians, top technicians help transferred employees, and party member helps the last employees. Since 2004, * * * has set up a steering group with 46 pairs of members. Through the help, 2 1 top technicians have all become post experts, and 15 employees who have changed jobs can all work independently. After the last exam at the beginning of the year, 10 employees all reached the medium level, realizing the equipment operation without blind spots.
3. The 10 contestants who received intensive training at the training base competed fiercely with 33/kloc-0 contestants, including oil and gas pipeline installers, maintenance electricians and automobile drivers from 44 oil companies in Daqing Division, and achieved excellent results, achieving the grand goal of "doing big things with small posts": the automobile driver won the first place in the group; The maintenance electrician won the second place in the group; Oil and gas pipeline installer won the third place in the group; Individuals got "three gold, two silver and three bronze"; The comprehensive score is the first among the participating units of the joint-stock company; Four players in our factory won two gold medals. In the final of the Maintenance Electrician Competition for Employees of Central Enterprises, Comrade Liang Hailong, one of the three contestants representing China Petroleum, won the gold medal by virtue of the China Petroleum Vocational Skills Competition, and achieved a bumper harvest in the 66 Central Enterprises 167 Maintenance Electrician Competition: he won the eighth and second prizes in the competition, and was the only winner among the contestants of China Petroleum. Through years of technical training and learning accumulation, top technical experts in our factory emerge one after another. Two operators have been recommended to participate in the evaluation of senior technical experts in the joint-stock company, and eight operators have been recognized as company-level technical experts in Liaohe Oilfield, with the selection rate of 100%, ranking first in the oil company.
4.xx Vocational Skills Appraisal Institute held a skill appraisal meeting in the factory training center in 2005. Our factory introduced the experience and discussed with 20 appraisal stationmasters from xx Petroleum Exploration Bureau and xx Oilfield Company how to do a good job in appraisal in the future. At the same time, the inspection team of vocational skill appraisal guidance center of xxxx Natural Gas Group Company came to our factory for the quality inspection of vocational skill appraisal in 2005. Inspectors visited the appraisal training base of the staff training center and spoke highly of the changes in our staff training center in recent years.