1. Creating a learning enterprise is the most important cohesive force to comprehensively improve the quality of employees. Today, the world economic environment and enterprise environment have undergone earth-shaking changes, and the competition among enterprises has developed into all-round and diversified competition. Be good at learning and thinking, and quickly apply new knowledge to enterprise development.
, has become the key to the success of enterprises, learning faster and better than others, is the only lasting advantage in the future. As peter drucker said, knowledge productivity has become the key to enterprise productivity, competitiveness and economic achievements. Therefore, economists and management experts agree that learning organization is the model of successful enterprises in the future. The so-called learning enterprise refers to an organic, highly flexible, humanized and sustainable organizational form established by cultivating a learning atmosphere that permeates the whole organization and giving full play to the creative thinking ability of employees. The formation of this form has the ability of continuous learning and is the basic means to effectively improve the quality of employees.
The establishment of a learning enterprise is not achieved overnight, it is gradually established through three steps. First, individual learning is emphasized, then organizational learning is the key, and finally a learning enterprise is formed. These three must be closely combined and indispensable.
(a), personal learning emphasizes continuous learning, lifelong learning, good at learning, but also emphasizes self-management.
. Becoming a strong individual is the ideal realm that everyone is constantly pursuing. However, many people are just idealists in the vast ocean of knowledge and cannot cross the gap between ideal and reality. After reading a lot of theoretical knowledge, it sounds eager and ambitious. It seems that they are not tired of reading you a thousand times, but what really requires serious study and practice may be just a flash in the pan. Therefore, employees should learn from each other with an open and realistic attitude, learn while working, and combine work and study closely to achieve self-development and self-improvement, that is, focus on their own work, find problems by themselves, choose their own goals of reform and enterprising, investigate their own status quo, analyze their own reasons, formulate their own countermeasures, organize their own implementation, check their own effects, evaluate and summarize their own, and carry out their own criticism. In this process of self-management, we will constantly learn new knowledge and innovate, thus enhancing the ability of enterprises to respond quickly and create the future.
(2) Organizational learning emphasizes whole-process learning and all-staff learning. System can bind people to do something, and culture can induce people to do good things. Therefore, it is necessary for enterprises to organize all-staff learning and whole-process learning. Full-time learning, that is, the decision-making, management and operation levels of an enterprise organization should concentrate on learning, especially the management decision-making level, which is an important class that determines the development direction and destiny of the enterprise and needs to learn more. Whole process learning, that is, learning must be carried out in the whole process of organizational system operation, and learning and work cannot be separated.
(3) Establishing a learning enterprise emphasizes group learning and mutual learning. A learning enterprise is to gradually develop employees' personal vision into their common vision, to bring people with different personalities together, and to advance towards the goal of a common enterprise. It has a unique charm, because its core purpose is how to make employees in the enterprise live the meaning of life, so that the whole enterprise can constantly adapt to the changes in the environment and stay young forever. It emphasizes communication inside and outside the team and requires learning to learn from each other, that is, from employees, customers and competitors. The establishment of a learning organization can effectively improve the comprehensive quality of employees, mobilize their enthusiasm for participating in practical work, and greatly promote the improvement of work efficiency and the all-round development of people.
Creating a learning enterprise is not a movement, nor is it a person's performance operation, let alone a slogan that can achieve practical results. This is a systematic project, and we should combine our own cultural characteristics, business and the mechanism of its external environment, put it into practice and form our own corporate culture. Enterprises that succeed by luck can't go far, and enterprises with culture can stand all kinds of tests. Cultural management is the highest realm of enterprise management, with silent supervision and inaction.
As can be seen from the above, employees are the soul and main force of enterprise development. The formation of learning enterprises provides a good learning and growth atmosphere for employees, thus improving their comprehensive quality (whether cultural quality, ideological and moral quality and skill quality, etc.). ) can we make the most effective, comprehensive and sufficient continuous improvement, so that the enterprises that keep learning can thrive.
In a sense, employees themselves are a body of knowledge, and they constantly absorb knowledge, transform and produce new knowledge. In the knowledge economy era of 2 1 century, enterprises can use this powerful knowledge to unite and strike hard in the increasingly competitive society.
Second, paying attention to the development of successful psychological capital is a great potential to comprehensively improve the overall quality of employees. While advocating employees' continuous learning, we should also pay attention to the development of employees' personal emotions, which invisibly affects the development and cultivation of employees' personal related abilities. If employees are not self-motivated, enterprising, enterprising and responsible, how to create a learning enterprise? Therefore, the ability of employees supports the operation of enterprises, and the operation of enterprises needs the continuous growth of employees.
(1) Give full play to employees' own advantages and realize personal value. It can be said that no employee is a person with blank experience, and everyone has absorbed many psychological concepts from life experience and brought them to work. Therefore, we should constantly do a good job in employees' ideological and political work, pay attention to cultivating employees' basic abilities, that is, cultivate their self-confidence (that is, how much effort they can make in specific tasks and how long they can persist in the face of difficulties and setbacks), and give them the hope of achieving their goals (that is, the belief of achieving their goals), so as to form an optimistic attitude (tolerance for the past, correct evaluation of the present and looking for future opportunities) and improve their emotional intelligence (that is, to know and control their own and others' emotions, The ability to guide oneself to think and act) and effectively guide employees to give full play to their talents, advantages and psychological abilities is to achieve more valuable sustainable development goals for enterprises and eventually form competitive advantages. Although these arguments are old-fashioned in theoretical circles, they still stand the test.
(2) Excavate and induce the potential of employees. There is a story about giving incentives to meet demand: the sales manager is having a headache for the decline in sales. The only way to solve the problem now is to increase the sales in the next quarter by 50%, otherwise he can only save money by reducing the sales staff. The next day, the manager called all the sales staff together and asked, can you increase the sales this month by 50%? The salesman replied that it was impossible. These figures are far beyond my ability. All kinds of protests are endless.
I hope I can travel abroad with my wife during the long vacation.
I wish I could buy a new car, because this car is too shabby now.
I'm going to send my daughter to study abroad.
After some calculations, everyone answered. A said: 50%. B said: about 65%. C said: I think it needs 80%. The manager said: it may be a bit difficult, but as long as you work hard, the goal is not impossible. Are you interested in challenging the 50% now? All the salespeople are very supportive. Finally, the sales of the sales department increased by 70% this quarter.
This story tells us that if an enterprise can effectively stimulate and manage employees' work motivation and promote employees from needing to work to liking to work, it can induce unknown potential in the enterprise. This is the most basic incentive method, just like Jack Welch, the former president of General Electric, has a unique view on motivating such employees: since (they) want job security, we will give them job recognition. Motivation means that people's motivation system is active after being stimulated, which has a strong internal driving force for behavior and urges people to work hard for expectations and goals. Science and technology are people-oriented and enterprises are people-oriented. Being good at tapping the potential of employees is also an effective means of enterprise management. In addition to basic incentives, there are many kinds of incentives given to employees by enterprises, such as caring incentives, work incentives, cultural incentives, value incentives and so on.
Among them, care and encouragement are particularly important. Confucius Day: I visit myself three times a day. Is it cheating for others? If the employees of the enterprise can do such introspection and introspection every day, how gratified and heartfelt it is to be a boss. However, everything needs a price. There is no betrayal and loyalty for no reason in the world. Leaders are in a relatively weak position and are eager to get enough personality respect. Career incentives are much like bank accounts. How much effort is usually deposited in it, and it will be rewarded when employing people. In General Electric Group and Changfeng Group, employees have summer heatstroke prevention and cooling expenses and winter protection expenses. If you respect your minister, I won't dare to bully you. How can grateful employees not do their best to serve the development of the enterprise?
Work motivation stimulates employees' desire to challenge. Cultural incentives and institutional incentives allow employees to continue to be proactive. Value incentive satisfies the self-realization of employees. As Bill Gates once said: Without high morale, work is slavery, and supervision is almost slavery. What we want is a warrior who agrees with Microsoft culture, and what we want is a warrior who agrees with his own value and strives for it.
Effective, demand-oriented incentive method is the integration of mind and emotion between employees and enterprises, and it is a shortcut and effective skill to successfully develop employees' psychological quality, thus fundamentally improving employees' comprehensive quality.
Third, organically combine the creation of a learning enterprise with the successful development of psychological capital. Employees are not passive production tools, but resource integrators who dominate the fate of enterprises. Therefore, while providing employees with development and learning space, enterprises should constantly develop the huge potential of employees' personal feelings, so that when employees' behaviors and thinking are consistent, they will have interest and enthusiasm to study and work, and invisibly employees will link their own destiny with the great mission of the enterprise, so that every life body activated by enthusiasm can continuously inject innovative vitality into the enterprise. This organic combination is to guide employees to establish correct values. Undoubtedly, the comprehensive quality of employees can be fully and comprehensively improved.
Of course, the overall improvement of staff quality is only the tip of the iceberg. The improvement of enterprise employees' quality needs all-round, deep-seated and multi-channel comprehensive promotion, and employees need to work together to improve themselves, find themselves and achieve themselves in all aspects.