The company's development history, corporate culture, organizational structure, rules and regulations (complete) and other contents are completed about 1 month after the new employees join the company (mainly considering the number of participants in the organization).

The training content is as follows:

First, personnel preparation.

Judging from the operation experience of subway companies in domestic cities, the post setting of subway stations can be roughly divided into stationmaster, stationmaster on duty, conductor, flight attendant and conductor. Generally, each station is equipped with four stationmasters on duty, and each stationmaster is equipped with 1 train attendant and 65438 passenger flight attendants, with four shifts and two operations; The ticket sellers at each station are configured according to the number of ticket booths. Generally, each ticket booth is equipped with three ticket sellers, three shifts and two operations. The head office is responsible for recruiting new employees. According to the experience of various companies at present, the recruitment of station staff should start at least 1 year before the official opening and operation. Specific station management departments rarely directly participate in personnel recruitment, and their main job is to train newly recruited station personnel.

Second, training objectives.

(1) Make the staff fully understand and master the characteristics of various operating equipment in the station, such as traffic signal system, automatic fare collection system, station broadcasting system, air conditioning and ventilation system, emergency door system, etc.

(2) Make the staff familiar with the daily operation flow, procedures and operation characteristics of the station, such as the operation rules of the station, the operation flow of each post for one day, the handover flow, the procedures for switching stations from station to station, and the operation procedures of the automatic ticket vending machine.

(3) Make the staff have the ability to deal with emergencies, failures and natural disasters, such as skillfully sending and receiving abnormal trains, and be able to deal with unexpected events such as train failures, station fires and large passenger flows.

Third, training strategies.

① Use external resources for training (training outsourcing). Before the opening of the city 1 rail line, this training strategy is generally adopted, and the staff are sent to mature rail transit enterprises at home and abroad for training by using external resources to acquire corresponding knowledge and skills.

② Internal training of the company. 1 After the successful opening of the operation line, when the second and above lines are opened, the training of newly recruited staff in subway stations mainly adopts the internal training of the company and is organized and implemented by itself according to the operation experience of the opened lines. All departments should organize the implementation according to their actual needs. Because the second training strategy is organized by various departments of the company, the business skill level of its new employees after training is directly related to the future work performance of the department. Therefore, the second training strategy is superior to the first one in terms of training cost and training effect.