按照“中长期铁路网规划”预定目标,到2020年,全国铁路营业里程达到12万km以上,建成高速铁路1.6万km以上。随着高速铁路建设的飞速发展,大规模新线的开通和新车型的投入使用,标志着一个崭新的高铁时代正在到来。对铁路客运部门而言,新线的开通,意味着大量新班组组建,迫切需要一支素质高、业务精、能力强的列车长队伍来管理好这些班组,然而,传统的列车长教育存在模式单一、师资不强、工学矛盾突出和缺乏有效的激励手段等诸多弊端,造成培训质量不高,流于形式,培训内容与实际脱节,缺乏针对性等问题。针对上述问题,结合客运段职工教育培训工作实际,提出相应的应对措施。 According to the “Medium and Long-term Railway Network Planning,” the intended target, by 2020, the national railway business mileage reached more than 120,000 km, built high-speed railway more than 16,000 km. With the rapid development of high-speed railway construction, the opening of large-scale new lines and the introduction of new models indicate that a brand new era of high-speed rail is coming. For the railway passenger transport department, the opening of a new line means the formation of a large number of new teams and an urgent need for a contingent of high-quality, highly-skilled and capable long-line drivers to manage these teams. However, the traditional train-length education exists mode Single, teachers are not strong, outstanding engineering contradictions and lack of effective means of encouragement and many other drawbacks, resulting in the quality of training is not high, in the form of training content and the actual disconnect, the lack of pertinence and other issues. In response to the above problems, combined with the actual work of passenger training and education segment, put forward corresponding measures.