构建煤炭企业负责人培训考核长效机制研究

针对我国煤矿普遍存在的规模差异较大、生产条件复杂、煤炭企业负责人文化素质和专业素质都相对较差的实际情况，对我国现在实施的培训和发证的相关政策和措施进行了分析和研究；指出现行的培训考核机制对煤炭企业负责人能力和水平的差异缺乏针对性，对煤炭企业可持续发展对管理人才的知识结构需求缺乏系统性，对煤矿企业主要负责人的综合素质的提高缺乏强制性；提出了现行开展的对煤炭企业负责人的培训考核机制应该结合煤矿矿长安全培训、矿长资格培训和煤炭职业经理人培训所提出的综合素质要求，结合地区和企业的煤炭行业的实际和发展需要，实行统筹规划、分段培训、分级考核和发证，以构建符合我国实际的培训考核长效机制；并按照这一设想进行了长期的探索和实践，取得了一些可以借鉴的经验和成果。

Study on creation of long-acting training and evaluation mechanism for coal mining enterprise executives

Based on the prevalance of the small coal mines with poor production conditions and the executives with low culture/professional qualification in sourthen China, the study on the policy of training and certification for ex- isting executives of coal enterprises was performed. It was stated that the current training and evaluation mechanism is not pertinent to the diversity of the executives of coal mines with different capability and knowledge level. The current mechanism lacks the systematic management personnel knowlege structure which meets the requirement of the sustainable enterprise development. There is no mandatory mechanism to improve the overall quality of the prin- cipal leaders of coal mining enterprises. A new mechanism of the salty training for the executives in charge of coal mining enterprises was presented. The mechanism met the comprehensive quality requirement of the salty and quali- fication training for the coal mine directors and the training for professional managers in the coal mining industry. Considering the current status and the development of different enterprises in different regions, the new mechanism included the overall planning, phased implementation, leveled evaluation, and leveled certification. After long- term exploration and applications, good results were achieved from the new mechanism.