D Energy Company Staff Training Management Optimization Research

In recent years,with the rise of new energy power generation enterprises in the process of rapid and diversified development,human resource management problems of new energy enterprises have gradually emerged and affected the sustainable development of the company.In terms of human resources,most production sites of new energy enterprises are located in remote mountains,deserts and other places with harsh natural environment.Many students from elite colleges will not choose the new energy industry as their first choice.Due to the lack of access to excellent students,and to meet the rapid development of demand,so that the new energy enterprise staff training is increasingly necessary.In addition,since new energy enterprises started late compared with thermal power,hydro-power,nuclear power and other enterprises,most of the management system,training system,rules and regulations are introduced from thermal power,hydro-power and other mature industries.Due to the differences in personnel level and production environment,the management level and staff training quality of new energy enterprises are far from meeting the growing needs.Under the above background,D New Energy Company gradually realized the importance of employee training,began to strengthen internal training of employees,constantly optimized the design of human resources,comprehensively improved the comprehensive ability of employees,and ensured that the company could adapt to the rapid development of the industry.Under the above background,based on lifelong education theory and learning incentive theory,this paper uses scientific research methods such as literature method and questionnaire survey to carry out in-depth investigation and research on the status quo of D New Energy Company’s staff training management,aiming at optimizing its staff training system.According to the survey,D New Energy Company mainly lacks scientific training demand analysis for its staff training.Lack of comprehensive training plan development;The training content lacks pertinence and the training form is single;Lack of thorough organization and implementation process,the level of training teachers to be improved and other problems.The reasons for the above problems are:backward training concept,lack of attention to training work;Training organization and implementation lack of perfect training theory guidance;Lack of professional training effect evaluation system;Lack of perfect staff training incentive mechanism.After in-depth analysis of the above problems,this paper worked out an optimization plan of staff training management in line with the actual situation of D new energy company,and put forward specific measures to optimize the company’s training system,such as the development of training assessment incentive system;Reasonable planning of training courses;Establish an internal lecturer training echelon.At the same time,it puts forward some safeguard measures for D new energy company’s training management optimization,such as building a perfect staff training organization system;Guarantee the training input,improve the training information and automation level;Strengthen the construction of enterprise culture and build a learning organization.Aiming at the problems existing in the staff training management of D new energy Company,this paper puts forward innovative guidance,which is more conducive to improving the staff training management of D new Energy Company and optimizing and upgrading the human resource structure of D new Energy Company.It provides some reference value for optimizing the staff training system of new energy enterprises.