With the rapid development of electric power supervision industry, supervision enterprises are more and more aware of the importance of introducing new talents, especially young college graduates can inject vitality into supervision enterprises, bring vitality, make enterprises have a thriving momentum and draw a grand blueprint for development. However, for college graduates who have just entered the society and the workplace, how to make them adapt to the working environment as soon as possible, be accepted by their colleagues, and work with a positive attitude, and how to make them grow into a new force in the future as soon as possible through continuous improvement and promotion, is an important topic that supervision enterprises, especially project supervision departments need to study.
Paper Keywords: electric power supervision enterprises; Young employees; cultivate
With the rapid development of electric power supervision industry, most supervision enterprises introduce new talents every year. How to adopt training methods to make college graduates who have just entered the society and the workplace adapt to the working environment as soon as possible, be accepted by colleagues, and work with a positive attitude is an important topic that every supervision enterprise is studying and discussing. How to make them grow into the future strength of enterprises as soon as possible through continuous improvement and promotion is an important topic that every supervision enterprise is studying and discussing. Through the research and practice of training young employees in the project supervision department for six years, the author summed up the practical ways and methods of training young employees and achieved good results.
First, the chief supervision engineer of the project supervision department must attach great importance to the training of young employees.
Young college students represent the future, the future and hope of enterprise development, and the main force of the company's long-lasting foundation. Therefore, the project supervision department is the main base for young college students to work, study and live, and the chief supervision engineer of the project supervision department must attach great importance to the training of young employees. The project supervision department should establish a young employee training management system with the chief supervision engineer as the team leader, the deputy director as the deputy team leader, the professional supervisors as members and the instructors as the main force, and establish a mechanism for the chief supervision engineer to organize meetings and communicate with young employees regularly. Summarize the experience and shortcomings of training young employees regularly, solve the existing problems in time, listen carefully to the opinions and suggestions of young college students on the project supervision department and the difficulties in their work and life, and solve them in time.
Second, prepare detailed training, education and growth and development plans for young employees.
Plan is the baton of action. In order to train new employees in an orderly way, it is necessary to make a detailed training plan. At the beginning of its establishment, the project supervision department should, under the leadership of the director, prepare the training, education and growth plan for young employees in time, including training objectives, principles, objectives, training and education measures, paper writing, 3-5 years' work content, annual target decomposition, etc. After entering the project supervision department, every young college student should prepare a personal five-year growth plan, including the overall goal of 3-5 years, the sub-goals of each year and the annual goal completion list. The project supervision department organizes the inspection of completion every year, and analyzes and evaluates the completion of each young college student's annual goal.
Third, pay attention to the choice of instructors.
Young college students who have just entered the engineering supervision department have no work experience. In order to make them adapt to the new environment as soon as possible, be competent in supervision work, and get along well with the participating units and colleagues, an excellent instructor must be carefully selected among the supervision engineers in the same profession.
An important revelation of adult learning theory is that new employees begin to work independently in their corresponding posts after professional study and intensive training in universities. Apprenticeship training is the best training method. The advantages of this kind of training are low cost and strong practicability, which can let new employees experience the work personally. The key to apprenticeship training is to find a suitable instructor, the so-called master. These masters must be the best in all positions and will play a good role as an example. New employees will have a sense of admiration for the master in the process of learning, and there will be a yardstick to measure their progress in the future. And this sense of worship will make new employees have the enthusiasm to learn from the master with an open mind. In addition to excellent skills, a master must have rich experience, be familiar with any possible problems in his work and know how to impart his knowledge and skills to new employees.
Companies should establish relevant incentive mechanisms. If new employees get excellent performance appraisal in the future, they will be awarded the corresponding main bonus. In this way, these masters will be responsible for the new employees during the training process, and they will also have the enthusiasm to impart experience.
Young people are easy to communicate with each other, so the project supervision department should also actively mobilize the former teachers and sisters to actively teach their own learning experience, good practices and problems that need attention. Through the template of teachers and sisters, we can speed up the promotion of young college students and make them adapt to the needs of engineering supervision as soon as possible.
Fourth, all staff participate in the training of young employees.
Although the project supervision department has chosen excellent tutors for every college student, it also requires all supervisors of the project supervision department to have the responsibility and obligation to participate in the training of young employees. Every member should actively and seriously help new employees to integrate into the project supervision department as soon as possible, help solve difficulties in time, and make them adapt to the work of the project supervision department as soon as possible. This is not only the responsibility of all supervisors in the project supervision department, but also the team spirit of the project supervision department can cultivate young college students to learn to cooperate, establish communication channels and develop friendship, form a good cooperative relationship and a harmonious team atmosphere, so that young college students can truly release themselves, feel and help others in a short time and achieve better integration.
Fifth, establish a regular communication mechanism so that young employees can speak freely.
The project supervision department should establish a regular communication mechanism between the project director, the deputy director in charge and the instructor and the young employees, so that the young employees can fully express their opinions and suggestions on the training work, and jointly discuss the problems and deficiencies existing in the training work of young employees, the matters needing improvement and the next training plan. Although young employees can sometimes accept things that are not suitable for their ideals, it does not mean that they can accept them calmly. At this time, we should encourage them to speak their minds-whether it is reasonable or not, letting young employees speak their minds is the best way to solve the problem. If employees don't know what they are thinking, there is no pertinence in solving problems. We should open a "green channel" for them so that their ideas can be reflected in the first time. Any new employee's ideas can be put forward from the aspects of system, management, work and life. The project supervision department should immediately adopt and implement reasonable suggestions, and respond positively to suggestions that are not applicable, because this will let new employees know that their ideas have been considered, and they will feel respected and dare to speak their own ideas. The project supervision department tries its best to help young college students and relieve their worries.
1. Do a good job of talking with young college students in the early stage.
The early talk with young college students can be divided into three times: the first talk, it is best to choose young college students to go to the construction site for two weeks. The advantage of this is that after two weeks of observation and understanding, young college students will understand their own environment and state, and have a preliminary feeling in their hearts. Don't design the content of the first heart-to-heart talk for what purpose, that is, talk to them about their personal understanding and ideas about the real society, and establish a platform for equal communication, so that young college students don't feel at home, and let them feel that you are a kind person and an easy-going and reliable friend.
The second time to have a heart-to-heart talk is one month after young college students arrive at the construction site. This heart-to-heart talk should have a purpose, the theme of the heart-to-heart talk should be drawn up in advance, and the heart-to-heart talk should achieve its goal. For example, understand the psychological thoughts of young employees, their understanding of their posts, and hope that the leaders of the project supervision department will create conditions for their study and work. The purpose of this heart-to-heart talk is to tap the psychological potential of young employees, find out their advantages and disadvantages, and lay the foundation for the third heart-to-heart talk.