1, the regularization of employee training is becoming more and more serious. During the inspection of employee training for half a year, it was found that employee training was generally carried out in the atmosphere of "Hello, I am good, everyone is good", and the importance of employee training was ignored, resulting in the state that after the training task was assigned by the work area, the team did not pay attention to training, the foreman did not pay attention to training, and the employees did not pay attention to training.

2. The production task is very heavy, and the contradiction between work and study is increasingly prominent. Team is the smallest unit in the big family of coal mine, and it is also the terminal of various systems and effects. How to carry out strict and serious training for employees while successfully completing tasks has been puzzling us. Only focusing on production does not require training, which can not meet the needs of formal development. However, with the development of training, no one did the on-site work, and the energy of managers was diverted, and the task was arduous. Most employees want to balance work and study. In addition, our work and training can not be effectively combined, and a vicious circle over time has caused the overall quality of employees to be effectively improved.

3. Lack of teachers, lectures can not achieve the expected results. Most of the selected production backbones and technical backbones can only guide the operation, and the theoretical level is still very poor. They don't know what employees need or where to start training. Theoretical training has no direction, no pertinence and is carried out blindly. The enthusiasm of employees for learning is quite high, which causes some employees to be unwilling to learn, and some employees can't cope with the training situation of inspection because of "swallowing".

Two, in view of the above problems, formulate ideas for future staff training.

First, establish a three-level training model.

1, industrial zone level: It is mainly to learn management knowledge, improve management level, do a good job in investigating employee training needs, understand employees' needs, uses and demands, formulate the general direction of employee training in the work area according to needs, and control the overall situation of employee training in the work area.

2. Team level: focus on learning management knowledge and business theory knowledge, sink to the front line, go to each workplace, conduct on-site guidance and error correction, and hold a forum after work to help employees analyze the reasons that hinder the improvement of comprehensive skills and control the training direction of the whole team.

3. Team level: focus on training workers' skills, find out the comprehensive quality of workers in detail, identify the weak links of current employee training, grasp the training needs and learning intentions of workers in time, carry out targeted skills training, give play to the role of the first level of employee training, and strengthen skills training on the basis of theoretical study.

Team training form:

(1) Staff training should be specific to the team, specific to the individual, and implemented at different levels.

(2) Take the team as the unit, hold regular staff training exchange meetings, talk about experience, talk about experience, find shortcomings and decide measures.

(3) The team can select a group of technical backbones by means of "one question a day, one spot check a day, one exam a month and one competition a season", give full play to the leading role of backbones, comprehensively improve the skill level of employees and promote the effective development of employee training.

(4) Take teams and groups as the unit to carry out the comprehensive quality evaluation competition for employees. This competition is directly linked to the monthly excellent team selection, and the floating red flag of "Advanced Team for Staff Training" is hung.

(5) Carry out the activities of "mutual drawing and mutual inspection" between teams and groups, with the general branch taking the lead and the safety supervision team cooperating to conduct spot checks, scoring and assessment activities on single-shift personnel every month.

(6) To help promote learning, employees with strong business ability and weak business ability can form a "one-on-one" mutual aid pair and carry out "one-on-one, one-on-one" activities to achieve the purpose of exchanging technology, learning together and improving together. And make a detailed and complete help and education plan, guide students how to do it, how to do it well, and give appropriate rewards to excellent trainers and students.

Second, targeted training.

1. In view of the uneven quality of employees, interactive discussion training can be adopted, and the past "classroom-style" training can be changed into "discussion-style" training, in which business backbones give lectures, employees participate and express their opinions. It can solve the training problems of low operating level, poor theoretical foundation, incomprehensible in class and inconvenient to ask questions.

2. The target training in the consolidation stage is mainly aimed at those employees who are older, have lower education level and have poor memory. A knowledgeable person can combine with field practice in different ways, teach continuously, and strengthen employees' memory, so as to achieve the goal of gradual improvement.

3, mandatory training, mainly for people who are not at ease with safety and those who stay put after stage training. For these two types of personnel, we should first find out the ideological situation and objective factors, then carry out concept change and intensive training (the training content is formulated according to the actual situation), and increase the intensity of stage rewards and punishments.