The so-called employee quality refers to the knowledge, skills, quality and work ability that employees need to possess to engage in something (behavior). These behaviors and skills are inherent human characteristics, are measurable, coachable, developable, and processable, and will have a key impact on employees' personal performance and the successful development of the enterprise. According to the level of quality development, human overall quality can be divided into three levels: natural physiological quality, psychological quality and social and cultural quality. Among them, the development of psychological quality and cultural quality is particularly important for comprehensively improving the quality of employees.

1. Creating a learning enterprise is the most important driving force for comprehensively improving the quality of employees

Today, as the world's economic environment and corporate environment have undergone earth-shaking changes, competition between enterprises has Develop into all-round and diversified competition. Being good at learning, thinking, and quickly applying new knowledge to corporate development has become the key to corporate success. "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 success. Therefore, economists and management experts agree that learning organizations are the model for successful enterprises in the future. The so-called learning enterprise, It refers to an organic, highly flexible, humane, and sustainable organizational form established by cultivating a learning atmosphere that pervades the entire organization and giving full play to employees' creative thinking abilities. The ability to learn is a basic means that can effectively improve the various qualities of employees.

Creating a learning enterprise is not achieved overnight. It is gradually established in three steps. The first emphasis is on personal learning, The second key is organizational learning, and finally the formation of a learning enterprise. These three must be closely integrated and indispensable.

(1) Personal learning

Emphasis on "continuous learning." , lifelong learning, and good at learning" while also emphasizing "autonomous management." Becoming a powerful individual is the ideal state that everyone constantly pursues. However, many people are just idealists in the vast ocean of knowledge and cannot transcend The gap between ideal and reality makes many theoretical knowledge sound and read eager and ambitious. It seems that "you will never get tired of reading it a thousand times", but it really requires studying seriously and paying it forward. All practices 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 closely integrate work and study, so as to achieve independent management of "self-development and self-improvement". For your own work, you must discover problems by yourself, select goals for reform and progress by yourself, conduct current situation investigations by yourself, analyze causes by yourself, formulate countermeasures by yourself, organize implementation by yourself, check effects by yourself, evaluate and summarize by yourself, and carry out criticism by yourself. In the process, we will continue to learn new knowledge and innovate, thereby enhancing the company's ability to adapt quickly and create the future.

(2) Organizational learning

Emphasis on "whole-process learning". "All employees learn". The system can constrain people to do things, and culture can induce people to do good things. Therefore, it is necessary for an enterprise to organize all employees to learn and learn throughout the process. , that is, the decision-making, management, and operating levels of the enterprise organization must devote themselves to learning, especially the operation and management decision-making level. They are important levels in determining the development direction and destiny of the enterprise, so they need learning throughout the entire process, that is, learning. It must be implemented throughout the entire process of organizational system operation, and learning should not be separated from work.

(3) Forming a learning enterprise

Emphasis on "group learning and mutual learning." A learning enterprise gradually develops employees' personal vision into their common vision, bringing people with different personalities together to move towards the common goal of the enterprise. It has a unique charm because of its core. The purpose is how to enable employees in the enterprise to live out the meaning of life, so that the entire enterprise can continuously adapt to changes in the environment and stay young forever. It emphasizes communication within and outside the team and requires learning to "learn from each other", that is, learning from employees (each other), learning from customers, learning from competitors, etc. Promoting the creation of a learning organization can effectively improve the overall quality of employees, mobilize employees' enthusiasm for participating in actual work, and greatly promote the improvement of work efficiency and the all-round development of people.

Creating a learning enterprise is not a "campaign" or someone's "performance operation", nor is it something that can only achieve practical results by shouting loud slogans. It is a systematic project. We must combine the company's own cultural characteristics, corporate business and external environment mechanisms, implement it into practice, and form the company's own corporate culture. Companies that rely on opportunities to succeed cannot go far, and only companies with culture can withstand various tests. Cultural management is the highest state of enterprise management, it is silent supervision, and it is governance by inaction.

As can be seen from the above, employees are the soul and main force of enterprise development. The formation of a learning enterprise provides employees with a good atmosphere for learning and growth, so that the overall quality of employees (whether cultural quality, ideological and moral quality, technical quality, etc.) can be continuously improved in the most effective, comprehensive and sufficient manner, and this continues Companies that learn can thrive.

In a sense, the employee itself is a body of knowledge. He constantly absorbs knowledge, transforms it and produces new knowledge. In the era of knowledge economy in the 21st century, enterprises can use this powerful power of knowledge to unite them and strike hard in an increasingly competitive society.

The above is purely my humble opinion, I hope it can help you!