用培训方法建设安全文化的效果评估研究
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摘要
培训是建设企业安全文化的一种有效方式,但此前很少进行效果评估,难以确定效果。培训『过程为培训一测量.再培训一再测量,采用访谈、问卷测试、数理统计分析等方法,从整体、不同层级、文化程度和工作年限员工等方面用10家企业两次培训后测量结果分析培训效果。得出,两次安全文化培训都有效果,但都不理想,第一次培训效果好丁第：：次。两次安全文化培训四类人员(管理层、班组长、专业人员、一线员工)中最好为班组长,最差为一线员j[：,差距不显著；32个元素中理解最好为元素4安全融入企业管理的程度,最著为元素24安伞业绩的对待,差距显著；不同学历员工最好为大专学历员工,最差为初巾学历员工,差距比较显著；不同T作年限员T最好为10年以上员工,最差为2—5年员_T,差距比较显靳。发现人员不固定、培训讲解方法单一、员工培训缺乏针对性等七条影响培训效果的原凶并对其中的培训时间安排、针对性、方法等进行改进研究,提出应加强管理层培训、培训方法的选择按照授课法(培训初期).研讨法、案例分析法(中期强化培训效果)一游戏和角色扮演法(后期培训效果转化)、通过外在表现形式设计促使后期培训效果转化等。
Training is an effective way to build enterprise safety culture. But effect assessment has seldom been done before and it's difficult to be determined. Training process includes:training, measuring, retraining and remeasuring. Training effect is analyzed in terms of the whole staff, staff of different classes, degrees of education and work experience with the results of two trainings in10enterprises by using interview method, questionnaire testing method, mathematical statistical analysis method and so on. A conclusion is drawn that the two trainings do work, but neither of them is ideal. The first training is better than the second one. Effects of the two trainings are as follows:team leaders perform the best and front-line employees perform the worst among the four types of workers, namely management, team leaders, professionals and front-line employees and the gap is not significant. The best among the32elements is the forth one, namely degree of safety into business management. The worst the24th, namely value of safety performance and the gap is remarkable. For workers of different education degrees, the best are the workers with college level, the worst junior middle school level. For employees of different work experience, the best are the workers who have worked for more than10years, the worst for2-5years. Both of the gaps are significant. Seven reasons that influence the training effect including flexible personnel, monotonous training explanation and lacking of pertinence in training employees are found and training schedule, pertinence and methods included are improved. We get that training of management level should be strengthened. The training methods are chosen according to the training stage, such as lecture method (early training), deliberation method and case analysis method (to improve the mid-term training effect), game and role-playing (the transformation of post-training effect) and the transformation is promoted by the design of the external manifestation.
Training is an effective way to build enterprise safety culture. But effect assessment has seldom been done before and it's difficult to be determined. Training process includes:training, measuring, retraining and remeasuring. Training effect is analyzed in terms of the whole staff, staff of different classes, degrees of education and work experience with the results of two trainings in10enterprises by using interview method, questionnaire testing method, mathematical statistical analysis method and so on. A conclusion is drawn that the two trainings do work, but neither of them is ideal. The first training is better than the second one. Effects of the two trainings are as follows:team leaders perform the best and front-line employees perform the worst among the four types of workers, namely management, team leaders, professionals and front-line employees and the gap is not significant. The best among the32elements is the forth one, namely degree of safety into business management. The worst the24th, namely value of safety performance and the gap is remarkable. For workers of different education degrees, the best are the workers with college level, the worst junior middle school level. For employees of different work experience, the best are the workers who have worked for more than10years, the worst for2-5years. Both of the gaps are significant. Seven reasons that influence the training effect including flexible personnel, monotonous training explanation and lacking of pertinence in training employees are found and training schedule, pertinence and methods included are improved. We get that training of management level should be strengthened. The training methods are chosen according to the training stage, such as lecture method (early training), deliberation method and case analysis method (to improve the mid-term training effect), game and role-playing (the transformation of post-training effect) and the transformation is promoted by the design of the external manifestation.
引文
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