On employee training and organizational culture

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On employee training and organizational culture employee training is the foundation of enterprise development. Now the competition among enterprises is actually the competition for talents. Whoever has mastered the talent, the thermal conductivity of the newly developed polymer composites (thermoactive and thermoplastic polymer resins) is 100 times that of the traditional polymers, will be in an invincible position in the competition. The training of employees can be divided into the training of employees' technical knowledge and the training of employees' corporate culture. If employees' values are compatible with the corporate culture, they will grow with the development of the enterprise, so that the enterprise can develop healthily and continuously. A good organizational culture can greatly reduce the training cost of the enterprise and enable employees to carry out self-development training according to the internal and external environmental requirements

talents are the largest capital of an enterprise. Mao Zedong said that people are the most precious thing in the world. As long as there are people, any human miracle can be created. The "people" here, of course, refer to millions of talents of all kinds. In fact, managing, treating and making good use of talents are the fundamental and key to the prosperity of an enterprise or a business. All kinds of work are planned, operated and controlled by people. The training and development of employees should grow with the growth of the enterprise, which is the foundation of the sustainable and healthy development of the enterprise. "Building a people-oriented society for a hundred years", so the training of employees is the fundamental work of the enterprise

the skills and performance of employees and managers must be continuously improved to adapt to the development of society and enterprises. With the rapid changes of the external environment such as globalization and informatization, these factors have a profound impact on the development of employees and the development of enterprises. In fact, the competition between enterprises F. speed range: 5-250mm/min (the special test speed can also be customized according to customer needs) is the competition for talents. In order to make the enterprise develop continuously and healthily and succeed in the competition, it is necessary to do a good job in the reserve and development plan of employees, so that employees can develop and progress together with the enterprise. In this way, it is necessary to do a good job in the training and development of employees. Employee training generally refers to making employees with lower education level know how to complete their own work, while development refers to improving the broader skills of managers and professionals so that they can not only do their current work well, but also do their future work well. The first stage of training includes necessity evaluation, that is, analyzing and confirming whether a certain post, personnel and department need training. Job analysis and performance evaluation are effective methods to achieve this goal. The second stage is to design the training program. On the basis of necessity evaluation, the purpose and content of training shall be established. The third stage is to establish training methods. The fourth stage is the specific implementation of the training. Many scientific and technological workers are having assessment and training performance feedback. Among them, employee training can be divided into two types: skill training and cultural training. Skill training is to train employees' ability to do things, while cultural training is to train employees' ability to do things

the purpose of the company's investment in skill training is to strengthen the performance of employees and improve organizational productivity. The training of the company should start from the recruitment of new employees. The company should select suitable candidates, so as to make the employees suitable for the organizational work, employ people according to their positions, and give full play to the effectiveness of employees. For example, the standards for recruiting employees of mitsuzawa company in Japan are: managers and accountants should be careful and meticulous; The business marketing personnel must be able to bear hardships and stand hard work and have the spirit of hunger; Design technicians should be good at independent thinking and creative 1 Then there is the skill training for employees. The skill training for employees mainly includes orientation training, team training and diversity training. Orientation training is a typical method to train new employees to familiarize them with new jobs, new work units and new organizations. Team training focuses on helping individual employees work together. The purpose of diversified training is to enable employees to adopt a recognition attitude towards other people's different jobs, reduce prejudice, and establish skills to work with employees of different types of work

Toffler, the author of the third wave, once pointed out that the world has entered the era of information, knowledge and cultural economy, and the core of today's economic competition has become the cultural competition that causes uneven stress on the wedge-shaped slope The competition among modern enterprises is not only the competition of financial and material resources, but also the competition of intelligence and the level of corporate culture

the company's training of organizational culture should be the foundation of training, because the construction of corporate culture has become the key factor for the success of enterprises in the market competition, the soul of enterprise operation and management, and plays a crucial role in the development of enterprises. A good organizational culture can promote the healthy and sustainable development of an organization and is the guarantee for the continuation of an enterprise

organizational culture has become a powerful means to unite an enterprise to deal with the huge wave of separatism 3 If an enterprise does not have its own organizational culture, it will lack value, direction and goal. Organizational culture is the fundamental symbol that distinguishes it from other organizations; Organizational culture expresses a sense of identity of organizational members; Organizational culture helps to enhance the stability of the social system. As a kind of adhesive, organizational culture aggregates the whole organization by providing the standards of speech and behavior for its members

culture is an intangible, implicit, unthinkable and natural thing. But every organization has a set of core assumptions, ideas and implicit rules to regulate the daily behavior of employees in the work environment. Unless a new member of the organization learns to follow these rules, he will not really become a member of the organization. No matter the senior management or front-line employees, as long as someone violates these rules, he will be criticized and severely punished by everyone. Compliance with these rules is the basic prerequisite for reward and upward mobility 4 The training of organizational culture should begin with the recruitment of employees. In order to maintain a harmonious organizational cultural environment, the values of the recruited employees should be consistent with the organizational culture, or the employees have the potential to cultivate and be able to identify with the organizational culture of the enterprise; Eliminate employees who seriously deviate from the organizational culture. The next step is the training of new employees, so that new employees can identify with the organizational culture and consciously act in accordance with the requirements of the organizational culture. This training process can be divided into two stages. The first stage is the centralized training for new employees. This stage is mainly for new employees to learn the company's rules and regulations, and clarify what employees should and should not do, what behaviors will be rewarded and what behaviors will be punished. Because the company's rules and regulations are a concrete embodiment of the company's organizational culture. It can also socialize employees through stories, ceremonies and other forms, identify with and act in accordance with the organizational culture. The second stage is the subtle training in the actual work after the centralized training of new employees. This stage is mainly to change and develop the behavior habits of employees, so that employees can consciously act in accordance with the organizational culture and achieve the effect of inaction. The imperceptible training at this stage is mainly influenced by the words and deeds of the surrounding employees and managers

the present world is just like what is said in who moved my cheese: "changes always happen, and they always take away your cheese." 5 Living in such a fast, changeable and crisis era, everyone and every enterprise may face a completely different situation from the past. People often feel that their "cheese" is changing. All kinds of external strong changes and internal conflicts interact with each other, making people at a loss in various changes, at a loss about the new living conditions, unable to correctly deal with and fall into confusion. If you are always in the pain of "loss", "dilemma of decision" and "helplessness of disappointment" in all kinds of sudden changes... Then the competitive environment and life itself will become an obstacle. If enterprises and individuals cannot change with changes, over time, enterprises and individuals will be "too lazy to change" or "have no courage and passion" to change and pursue. As a mechanism of meaning formation and control, organizational culture can guide and shape employees' attitudes and behaviors, which in turn affect employees' training and the development of enterprises. Now we are in a globalized environment, with all kinds of information increasing in an explosive way, and various environmental factors changing rapidly. It's not that I don't understand, but that the world is changing too fast In this rapidly changing environment, if enterprises want to develop healthily and continuously, they must take organizational culture as the foundation and create a good organizational culture. The organizational culture should encourage innovation, experimentation, change and tolerance of failure. No matter whether our enterprises and individuals fear or like change, change is always everywhere. If we stay where we are, refuse to change and ignore the constant external changes, we will get into trouble and difficulties; But if we can adjust ourselves to change as soon as possible, we should be able to do better and achieve greater success

therefore, the focus of organizational culture training should adapt to the changing environment. The only constant now is change. We should advocate a constantly changing and innovative organizational culture. Because a good organizational culture can maximize the potential of employees. First of all, our organizational culture should make employees realize that we are in a fast, changeable and crisis era. If we do not change with the times, we may be abandoned by the times

therefore, the focus of organizational culture training should now be to cultivate employees' learning ability, an ability that changes with changes, which will make the organization's training for employees become employees' self-conscious training changes to keep up with the changes and development of the enterprise and the times. This training process can create a sense of urgency and crisis. If enterprises and individuals do not change and develop with the environment, they will not succeed; Inspire employees' fighting spirit to win; Encourage employees to strive for the common goals of the enterprise, so that employees' personal goals and organizational goals are combined, and the completion of organizational goals is also the success of personal goals. In the training process, we should cultivate the employees' ability of continuous learning. Continuous learning is the key way to establish renewable competitive advantage. To achieve continuous learning, the company should establish a clear strategic goal of learning new skills, create an organizational culture of continuous learning, and really invest in continuous experiments. Continuous improvement is the key to excellent performance, and those companies and individuals who are trying to reach the world-class level should continue to make progress. Continuous progress has been brought into full play by Toyota Motor Company. It has made further unremitting efforts in all aspects: looking for faster, more effective and more economical methods to develop new high-quality products. When Toyota makes low-cost, defect free cars, it becomes the quality standard 6 The training of organizational culture should establish a learning organization to enhance the adaptability of enterprises. A learning organization is an organization more adaptable to human nature. A community composed of learning teams has lofty and correct core values, beliefs and missions, and is strong and resilient

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