企业岗位培训工作实施后,面临的一个突出矛盾,是待培职工量多,实施时间进度紧,而师资、教材、场地等培训手段十分有限。这个问题不引起高度重视,有可能导致职工岗位培训结构失衡、无规则运转,甚至使各教育培训主体被迫委身于形式主义的怀抱。笔者主张采取低重心、多渠道的布局,以及建成开放性的培训考核模式,来解决这个棘手问题。试述如下: 一、以企业二级机构办学为主,将岗位培训的重心放在基层。大中型企业(或行业主管局)职工教育培训行政部门保持适当的教学规模,主要为二级单位培养师 After the implementation of job training for enterprises, one prominent contradiction faced is the large quantity of staff to be trained and the tight implementation time, while the training methods such as teachers, teaching materials and venues are very limited. This issue does not attract great attention. It may lead to an imbalance in the training of staff and workers, irregular operation, and even make the main body of education and training forced into a formal embrace. I advocate a low center of gravity, multi-channel layout, as well as the establishment of an open training assessment model to solve this thorny issue. As follows: First, the secondary school-run enterprises, the focus of job training at the grassroots level. Large and medium-sized enterprises (or industry offices) staff education and training administrative departments to maintain appropriate teaching scale, mainly for the second unit training division