How to establish the learning mechanism of enterprises
In order to achieve progress and growth, and achieve enterprise goals, enterprises must improve their organizational core competence, and the learning ability of organizational members is the core of the core. Therefore, how to improve organizational learning ability? How to cultivate the organizational team efficiently? The so-called "organizational cultivation" is to adopt systematic learning planning and systematic thinking methods to transform the organization into a "learning organization" and realize a learning, fighting and efficient organization. This change is not that one person needs to learn, and a department needs to learn, but that all employees of the organization need to learn. All employees are constantly improving and surpassing themselves in the process of learning. Under the guidance of * * * values and vision, brainstorm, brainstorm, learn and share with each other, and make the organization a learning organization. So as to enhance the organization's strategic thinking, business decision-making, value creativity, and finally achieve the organization's development goals. But in some enterprises, the boss loves learning, but the team doesn't. In some enterprises, HR departments love learning, while people in other departments don't. In some enterprises, employees love learning, but management doesn't. There is also a kind of enterprise, from the boss down to the employees, who don't like learning. Of course, this kind of enterprise is not far from the time of death. It is very important to do well the training of enterprises and create a good learning atmosphere. A person who doesn't like learning is surrounded by a group of people who love learning and gradually becomes a person who loves learning. Nowadays, the competition is fierce, and only learning is the best way to get promotion, development and self-change. Then, how to lead everyone to study collectively and jointly, and finally achieve a learning organization? First, enterprises should advocate and encourage "those who can be teachers" and form a learning organization mechanism. Confucius said, "In a threesome, there must be a teacher." . It means that everyone has their own abilities and specialties, everyone has their own bright spots, everyone has something to learn, and everyone can be your teacher. If the enterprise has formed the ability evaluation mechanism, everyone with special talents can become a teacher and give full play to their strengths within the enterprise, then the learning atmosphere of the enterprise will be formed. For example, Hewlett-Packard China Company implements the tutorial system. Training new employees and arranging tutors for them, each tutor can get rewards from enterprises, which encourages tutors and newcomers to have a good training and learning atmosphere. We also encourage talented people to take the initiative as internal tutors, so that they can get better learning opportunities and development opportunities. In this way, everyone is good as a teacher, everyone is happy as a teacher, and teachers are respected, so that the learning atmosphere of the enterprise will be good. Second, corporate executives and presidents should take the initiative to take the lead in learning and form an upward flowing learning atmosphere. I often see many business owners and private entrepreneurs who are busy with their work and have no time to study. Although he said that he attached great importance to training, he did not personally drive all employees to learn. Lenovo Group is the benchmark of learning organization in China. Deng, the human resources manager of Lenovo, said at the training summit forum: Every year, Liu Chuanzhi and Yang personally go to the podium to give lessons to new and old employees, and there will be a book club every year. A few years ago, CITIC Publishing House published the book "Evergreen Foundation", and Liu Jingli asked the human resources department to buy back hundreds of copies, so that every senior executive could have one. After reading, he organized a reading activity, and he was the first to share it on stage, followed by Yang. Such a chairman and president set the best example for the team. Third, establish a good learning incentive mechanism to encourage employees to take the initiative to learn and love learning. Learning ability is the foundation of enterprise's core competitiveness. In order to make learning a normal state and competitive advantage of enterprises, an incentive mechanism is needed to ensure it. Tai Fang Group, a leading kitchen appliance enterprise, has done very well in this respect. I have communicated with Chairman Mao of Tongfangtai Group. He said that Tai Fang has established a perfect training system and learning growth incentive mechanism to promote and stimulate the enthusiasm and atmosphere of employees. Tai Fang Group Mao and his son like learning very much, and at the same time, they set up a learning mechanism within the enterprise to encourage all employees to learn. The company spends tens of millions of dollars on employee training and learning every year. At the same time, the company also set up a training school, which gave managers and employees the opportunity to study in the Evergreen Tree Training School, a Ningbo family business founded by Tai Fang himself. After the end of the study, the examination and commendation will be carried out, and the president's bonus will be awarded to the managers and employees with excellent academic performance and excellent work performance. Incentive training mechanism has created an excellent brand in Tai Fang. Excellent brands are created by excellent talents. Fourth, establish a full-time learning system and a knowledge management system to promote the formation of a learning organization. The training and learning of enterprises should be carried out at different levels, from the top, middle, grass-roots and front-line employees of enterprises should be included in the whole staff learning system, and training should be carried out in batches and in a planned way. Enterprises should not only attach importance to individual learning and the development of individual mind and ability, but also emphasize the cooperative learning of organizational members and the development of organizational intelligence. Therefore, the training system of enterprises should be complete, planned and specific, so as to ensure the training effect. Panasonic is a talented enterprise, which also produces electrical appliances. How is Panasonic's talent cultivated? I have worked in Panasonic, and I am deeply touched. Panasonic has a full range of training, rich and colorful training courses and diverse training methods, which makes everyone feel that work is learning and learning is work. For example, employees begin pre-job training (commonly known as August storm) from the beginning of joining the club, and then on-the-job training includes mentoring system, tutorial system, job skills training, rotation training and so on. , as well as various learning opportunities such as studying abroad, further study at headquarters, and joining clubs. Panasonic advocates an idea: "An excellent manager must be an excellent coach". This learning atmosphere and systematic learning have created a steady stream of Panasonic talents in an all-round way, making the company a century-old enterprise. Fifth, establish a mechanism combining learning effect with employee salary and promotion, and encourage everyone to do practical learning. Learning must be fruitful, and training must solve problems. Through the training of employees, every learner will eventually change his working attitude and become more active after learning. Work behavior changes, more responsible for implementation; Work performance changes, and performance is more refined; In the end, employees get higher income and faster promotion, so that learning becomes a normalization and learning ability becomes the competitiveness of their own workplace, so that the learning atmosphere of enterprises naturally forms. For example, Huawei's technical training center is linked with technical level and salary, and the group has set up its own technical title system. All employees who have obtained higher-level technical title certificates through study in the enterprise can get two-level salary rewards, and some employees can be transferred to higher-level posts, which makes Huawei's technical strength stronger and stronger, thus becoming an insurmountable barrier for competitors. This is the power of learning. Six, human resources departments and managers should be brave enough to advocate the atmosphere of enterprise learning and sharing. Being willing to learn, sharing and contributing is a good learning measure for enterprises. Sharing happiness, knowledge and growth will certainly promote the greater development of the enterprise and build a good learning platform. The effect of sharing can often multiply the original effect. When every employee can open his heart, he can also find that other people's hearts are open, and sharing begins. Therefore, sharing can produce creativity. Therefore, the human resources department of an enterprise should form a cultural atmosphere conducive to sharing, so that the communication between employees is unimpeded. This is a project that all managers should work hard to do. Team sharing is a constructive way of learning, which is conducive to the development of * * * and ultimately achieve a win-win situation for * * *. The learning ability of an enterprise is competitiveness, and a good learning atmosphere is a lubricant and catalyst to enhance competitiveness. Everyone in an enterprise should devote himself to the formation of a good learning atmosphere, burn himself, supervise himself, form and create an atmosphere conducive to learning within the organization, and truly build a learning organization.