Guodian Taiyuan No.1 Thermal Power Plant is an old enterprise that generated electricity during the First Five-Year Plan period. Its average age is too large, and operators are afraid of learning difficulties across majors. But they just need to do their original major well, lack pursuit and extravagant hope for the future, and have the idea of sticking to the rules. Therefore, first of all, let them realize that all-round duty training is not only for reducing staff and increasing efficiency, but also for benchmarking enterprises, and it is not just perfunctory actions and going through the motions. It is the need to improve the competitiveness of employees in this enterprise, to make full and rational use of labor resources, to improve the skills and business level of employees and to achieve self-improvement. Therefore, we should abandon excuses and introspect; Overcome the idea of standing still, being exclusive and sticking to the rules; It is necessary to think comprehensively and break the professional limitations; Face it positively and make steady progress. Create a positive atmosphere, apply what you have learned, involve all staff, brainstorm, enhance learning motivation and collective cohesion, and lay an ideological foundation for all-round duty training.

Follow a principle: analyze carefully, find out the gap, learn what you need, make up your own shortcomings, and learn what you need urgently, and get immediate results.

All-round on-duty training in the production process is different from the preparation period of production. It is necessary to ensure the training effect and give consideration to the safe and stable operation of production. However, the actual situation of the first grade does not allow some personnel to be trained separately. Therefore, the training work is mainly based on routine training and self-study, and is carried out on the principle of "learning what you need and making up what you lack".

How can we effectively analyze the gap of personal technical ability and find out "what is needed" and "what is lacking"? This requires the formulation of all-round duty training standards. Such as all-round inspection training standards, all-round waiter training standards. In order to enhance the practicability of the training, it can be further refined according to the post setting, and the training standard for full inspection can be divided into two parts: the training standard for electromechanical inspection and the training standard for boiler electrical inspection. The training standard of all-around attendant is divided into three parts: machine attendant, furnace attendant and electric attendant. Compare and analyze everyone's standards, find out the gap, and make a training plan suitable for individuals, so as to train effectively.

In the selection of training content, we should base ourselves on the actual equipment system in the post and field, focus on the operation regulations, and conduct in-depth research on the contents, reasons and sources of each clause in the regulations, so as to make it clear, thus extending to the study of equipment principle, unit operation guidelines, electric power production technology management regulations and 25 countermeasures. In operation, all majors should also carefully collect and sort out the problems, dangerous points and control measures that are easy to occur in unit operation, and compile them into a book to provide materials for operation training. We should actively create conditions to train similar simulators to improve the practical operation and accident handling ability of operators. By following the above principles, the gap was found, and the training content and methods were clarified. The practicability of all-round duty training has been enhanced.

All-round duty training is divided into two levels: all-round inspection training and all-round duty personnel training.

3. 1 All-round Inspector Training Method

(1) All-round inspection must go through the training of machinery, furnace and electricity, and obtain the corresponding qualifications for electromechanical inspection, furnace and electricity inspection. (2) The training for the newly assigned personnel must start with the quality inspector, determine the training specialty according to the value of the technical strength of the personnel, implement the training responsibility and sign the mentoring contract. The condition of being the person in charge of training is that you must have worked in the inspection post for more than one year or have the same level of operators. (3) The person in charge of training shall make a training plan according to the post requirements, and conduct training item by item according to the contents of the training plan. The training time is not less than six months. (4) The inspectors apply to participate in the value inspection training of another major after obtaining the inspection qualification of a certain major and engaging in the inspection of that major for three months. ⑤ After the training of the next professional inspection is confirmed, the person in charge of the training can be determined by numerical value, and the training plan can be made, and the training can be carried out item by item according to the content of the training plan. The training time shall not be less than three months. During the next professional patrol inspection training, I will still be engaged in the original professional patrol inspection work. ⑥ After completing all the projects specified in the corresponding stage, the above trainers shall organize examinations to confirm that they are qualified, and then report to the department for examination and approval to certify their job qualifications. ⑦ The corresponding professional inspection work can be carried out only after obtaining the corresponding professional inspection qualification. ⑧ Record the training situation at each stage in the personal training file, and refer to the personal training file when taking the post qualification examination.

3.2 All-round waiter training methods

(1) The all-round attendant should be selected in the all-round inspection, and must be trained in machine, furnace and electricity, and obtain the corresponding qualifications of machine vice value, furnace vice value and electric vice value. (2) those who have passed the comprehensive inspection for more than 6 months can apply to the duty officer for on-the-job training. (3) After obtaining the qualification of a professional vice-value, you can carry out the work of the corresponding professional vice-value. After working for three months in this professional vice-value, you can apply to this value for cross-training of another professional vice-value. (4) After determining the training of a professional vice value, the person in charge of the training can be determined by this value. The person in charge of training must be a person who has worked in the corresponding deputy duty position for more than one year. The person in charge of training will make a training plan according to the requirements of the post and conduct training item by item according to the content of the training plan. The training time shall not be less than six months. ⑤ After completing all the prescribed projects, the above trainers shall organize examinations to confirm that they are qualified, and then they can be submitted to the Ministry for examination and approval for their post qualifications. ⑥ Record the training situation at each stage in the personal training file, and refer to the personal training file when taking the post qualification examination.

4. Clear responsibilities and closed-loop management: clear three-level responsibilities of departments, teams and individuals.

The management of the training work of the power generation department must be attended by all the staff, with their own responsibilities. This requires that the three-level training responsibilities of departments, teams and individuals must be clearly defined in all aspects of training. In the training process, they are responsible for each other and supervise the implementation and effect of each link in the training implementation process. Plan, summarize, supervise and assess, and realize closed-loop management of training.

4. 1 Department responsibilities

(1) Organize and analyze the gap of technical ability of department personnel every year, and put forward how to make up the gap of personnel ability through training, so as to provide a basis for making training plans. (2) According to the talent strategy of the department, determine the talent demand plan of each position in the department, and clarify the mainstream mode of talent training (determine whether to carry out single major training, cross-training, pre-job training or training to make up for the vacancy). (3) according to the annual work plan of the department, determine the unconventional training content (for spring inspection, unit overhaul, etc. ). According to the above three aspects, carefully analyze the gaps in the training of this department, formulate the training plan of this department, and organize its implementation. Each department should regularly track the implementation of the plan by conducting a thorough inspection or random on-site inspection, so as to improve the training plan and evaluate the training effect. Provide teaching tools, equipment, materials and environment for training, and create good learning conditions for training. Manage the training effect as a part of the performance appraisal of the personnel in this department. (Original Author: Xu) 4.2 Team responsibilities

(1) Make a training plan suitable for individuals according to the training plan issued by the department and the value situation. (2) Implement the training director and sign the mentoring contract, effectively use the study class, take off the post, stop the work or plan the maintenance of the unit, and carry out the training within the value as required. ③ Establish personal training files to record the progress and effect of personnel training. ④ Supervise and inspect the implementation process of the plan and be responsible for the implementation of the training process. ⑤ Collect information such as team training effect and training experience, and feed it back to the department training director in time.

4.3 Personal responsibility

① Conduct personal training and study in strict accordance with the plan, and be responsible for the attitude and results of personal training. If the training plan is not suitable for my own situation, I can raise an objection to the team trainer. But once the training plan is issued, it must be strictly observed. (3) Confirm the implementation of my training, and raise any objection to the department. (4) By defining the three responsibilities, the training work of the power generation department is truly attended by all staff, and every link of the training is supervised by a special person, and the problems existing in every link of the training are checked and evaluated at any time to achieve continuous improvement, thus ensuring the training effect and improving the overall training level of the power generation department.

5 Comprehensive evaluation, activation training

In the previous training, the training effect was evaluated only by examination, and the evaluation of the training results was not comprehensive, and it was not combined with the performance appraisal and post appointment of personnel, which made the personnel lack enthusiasm and initiative in the training process. The ultimate goal of power generation enterprise training is to improve the technical quality of production personnel and provide human resources for the safety and stability of production, so the effect of training must be tested in actual production before it is meaningful. In practical application, departments and teams should establish everyone's training files, make a comprehensive evaluation of the training situation and the training results on a regular basis. By looking at the students' study notes, practical exercises, regular training (technical questions and answers, exam explanations), random on-site questions, quarterly assessment, etc., the training effect is comprehensively evaluated and recorded in the personnel training file as the basis for personnel employment. Outstanding young talents should be promoted or provided with personal development space, those who have made outstanding contributions in training should be rewarded, and those who practice favoritism and malpractice in training should be seriously assessed to ensure the seriousness, fairness and transparency of training. Activate training, so that employees can achieve the purpose of personal development through training, so that the training work can be changed from passive training to active training, and a virtuous circle of all-round job training can be realized.