Design Frontline Staff Training System Of Jilin Depot,Shenyang Railway Bureau

With the further development of railway reform continuously, the railwayenterprises is no longer trapped in a closed circle, but is to be put into marketcompetition environment, is more about the rule of market economy. Change the wayof survival in the enterprise internal architecture by tremors, enterprise consciousnessdoesn’t have the talent, lack of talents conveying mechanism will lead to defeat in thecompetition in the market, or even bankruptcy liquidation. The transformation ofenterprise management idea, drive the innovation of ideological concept, enterprisesurgently need to staff and technical level and the improvement of comprehensivequality. Jilin depot as a first-line transport stations at the grassroots level in guaranteethe quality of repair, ensure safety in production, on the basis of constantly savings,decreasing the consumption, quality on the quantity, and the effect are undoubtedlyrelated to enterprise future.Basic units of each railway bureau all over the country are divided into thelocomotive depot, the operation depot, the power supply depot, the signal depot, therail car depot, five big systems, the basic system of the frontline staff training systemis made up of three levels which are section, workshop and team. The training systemhas good universality and can be applied to other enterprises. Jilin depot as a base unitof China railway corporation, in the process of "Transform mechanism, win themarket", facing the severe test of its own development construction. Only makespeople training strength, in order to create the quality of quality and efficient work, toensure safety in production and transportation, to the credibility, development of the enterprise operation is good, and by optimizing the training course design can makeemployees coagulation hearts meet force, and seek common development plan,realize win-win situation of personal development and enterprise development, thefuture development, so as to help enterprises to form a virtuous cycle constantlyoptimize the talent team.The purpose of this paper is to explore to establish a system of research,complete a staff training system, to adapt to the enterprise of talents cultivation andreserve requirements, to make the enterprise obtain sustainable development. Due tothe inheritance of railway enterprise staff training way, some training content andmethods are not adapt to the development of railway restructuring after the demand,therefore, this article in Jilin depot for example, take the literature document analysis,questionnaire survey, group discussion and interview method to research he thetraining needs of the frontline staff in Jilin depot, and combined with the personnelqualification, age structure, technology level and a detailed analysis of the actualsituation to determine the actual training needs of frontline staff. Through breakbefore the training content with actual production, training obsolete content ofteaching materials, training form a single and a series of drawbacks, adopted is givenpriority to with internal data of broadening the scope of training materials, productionpractice oriented enhance staff ability, to train the object’s weak spot for training keyupdate training content. Make a line worker training target "ground", the change oftraining content, training methods to promote the training effect and improved.