The Study On Frontline Staff Training Scheme Optimization Of Jilin Petrochemical Company

Staff training is the enterprise human resources management part of the strategy, but also a part of enterprise general strategy. Frontline staff is the Jilin Petrochemical Company IT staff, their quality will directly affect the competitiveness of the company. Enter the "Twelfth Five-Year Plan" period, Jilin petrochemical company leadership attaches great importance to staff training, staff training to enhance the competitiveness of enterprises as the focal point, however, the current company staffs training work has many deficiencies, affect the overall effect of training.In order to understand the current situation of Jilin Petrochemical training frontline staff, this paper issued" Jilin petrochemical company staffs training basic questionnaire" and" Jilin Petrochemical Company Employees Training Effectiveness Questionnaire", and with the SPSS statistics software to the questionnaire were analyzed, through the data obtained and my years in Jilin petrochemical company experience, this paper summarizes the existing problems in training system is" training objective fuzzy"," training" misunderstandings", lack of training targeted,"" groom achievement is changed hard"," training and supervision is not strong", and summarizes the causes of these problems is:" training and company business strategy is not uniform"," company culture to the lack of training, training the lack of publicity"," training needs analysis is not systematic and scientific", training effect evaluation system is still not perfect," training system improvement, training personnel needs to be improved".The third part of this article in the western labor economist training theory, Ashe Reed, krikpatrik training mode training evaluation model, training needs analysis model of Goldstein and other relevant training theories and human resources under the guidance of the theory, in the full mobilization of company's existing training resource, of the Jilin Petrochemical Company's existing training system problems were solved one by one the overall train of thought, Jilin petrochemical company existing training program was optimized, in particular: defining the goal of training system of the training objective optimization; increase of propaganda and training, cultivating the full study training culture system optimization; to establish scientific and reasonable training demand analysis plan training system optimization and improvement of the curriculum, construction of teachers training curriculum system optimization; perfect the training evaluation mechanism and training incentive mechanism of training evaluation system optimization; clear responsibility, strengthen the training implementation training management system optimization. And the comparison of before and after the optimization scheme of Jilin petrochemical company changes, wherein, target system optimization to solve the existing training system training target fuzzy problems, training culture system optimizing training cognition problems, training system and training curriculum system optimization to solve the optimization of training the lack of targeted training mode, single issue, training evaluation system optimization to solve the training effectiveness is not strong, the difficult problem of training transformation, training management system optimization to solve the problem of weak training supervision.Finally, this article summarizes the Jilin petrochemical company employee training optimization scheme to the leader takes seriously, financial support and full participation as the premise; to strengthen the implementation of the programme of organizational leadership, system construction and employee occupation development plan for the security system, in the implementation process, we should pay attention to the following matters, namely: the optimization scheme to help the strategic objectives of the company, to help speed up the needed talent professional training, to help strengthen the key personnel to continue education and training, to enhance the core backbone talent post training.