Research On Evaluation And Improvement Of Technician Training System In K Cable Company

At present,with the rapid development of information technology,the information and communication industry begun to face new opportunities and more severe challenges.Among them,the opportunities mainly reflected in the network era and information technology providing more development space for the development of communication industry and resources,and challenge the existing technical staff,they are difficult to meet the current requirements of the rapid development of communication.With the "Broadband China","three networks convergence" and other strategies constantly put forward,accelerating the transformation of network optical fiber communications industry,although a large extent to improve the quality of cable TV and broadband signal transmission,the continuous updating of technology is no small challenge for technical personnel.Only through training can enterprises quickly help employees improve their professional skills,and adapting to the new model can also quickly enhance the competitiveness of enterprises.After all,the competition between enterprises is more competition among technical talents,which directly determines the benefits of enterprises.As a small and medium-sized enterprise in the communication industry,K Cable TV Company in Wafangdian City(hereinafter referred to as Company K)still uses a single training method and traditional training content in the current market environment with such rapid network development,making it difficult for K Company in subsequent development.In terms of training content,at present,most leaders of Company K do not pay attention to training,do not meet the training needs of employees,and there are few types of training content for technicians,so that technicians can’t deal with special situations in their work.They often call professionals on the spot or wait for Company K to arrange,waste time.At the same time,it also increased the workload of the leaders of K Company.Secondly,the technical personnel of Company K are different from those of technical workers in other industries.They are not only technical employees but also service personnel.Therefore,the technicians of Company K need not only a sense of safety but also a sense of service,especially for door-to-door installation.In terms of training methods,the current training methods of Company K mainly focus on short-term centralized face-to-face training.There are some problems.First,the way of teaching face-to-face teaching skills leads to technicians "slow to get started" and cannot be combined with theoretical and practical work.Second,because Company K covers a wide range of cities and towns,the centralized training arranged each time is inconvenient to train technicians in various business departments due to geographical problems,and also delays work tasks.There is no reasonable and professional training evaluation in the training process,so it is impossible to improve the training work,resulting in a series of problems in the follow-up work,slow growth rate of new users,increased maintenance,and frequent customer complaints and gradual loss of customers.Therefore,it is crucial that K company should optimize the training mode in a timely manner according to its own business development,truly meet the needs of employees and meet the targeted training form of the company’s strategy and conform to the development of the times.To solve above problems,this thesis first comprehensively to sort out the technician,the characteristics of small and medium-sized enterprises,and search for related training optimization scheme,and online training related literature research,and combining the theory of adult learning and ADDIE model,to solve the problem of operating K cable company,the staff and organization structure are briefly described as bedding.Secondly,the company’s original training methods are briefly described,and the existing training situation of K Cable TV Company and the feedback content of technical staff are collected through questionnaire survey and interview,and the loopholes and gaps are found.Finally,using adult learning theory and ADDIE model,combined with relevant literature research,the collected problems are screened,analyzed and evaluated,and countermeasures are proposed to solve the training related problems one by one.The training needs should be clarified and further investigated and analyzed,the training content should be increased,professional and diversified training methods should be constructed and effective training effect evaluation mechanism should be improved to optimize the training mode.The research results of this thesis will provide a good reference for other small and medium-sized enterprises in the same type of communication industry to establish a training process for technical personnel.