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1、How to Raise Employee Value Under the New Circumstances - Practices on creating a learning organization Jeremy Yao2How to Raise Employee Value- Practices on creating a learning organizationWhy Creating a Learning Organization ? Practice Sharing: How to Create a Learning Organization3Human capital do
2、es not create shareholder value,it is the management of human capital that produce valueHumanCapitalIntangibleassetsA major sourceof valueOne of thelargest investment,but least known4EOCEmployeeDelightLeadership StyleLearning OrganizationCompanyImageRewards &RecognitionCommittedWorkforce/TeamsCommun
3、icationEmployer-of-choice model (example)Learning Organization: One Key factor of Employer of Choice 5Learning and Development Is Highly Valued by Employees The 7 Valued Factors:EngagementCareer Development Growth/Development Advancement InteractionQuality of Life Physical environment Time/Work/Life
4、Leadership Credibility TrustRelationships Coworkers Managers CustomersWork Activities Impact Challenge/Interest Status/PrideTotal Compensation Pay/Financial recognition BenefitsCulture Company culture Organizational valuesand behaviorsSource: Hewitt Associates6What Do people need - Maslow Hierarchy
5、TheorySelf ActualizationEsteemSocialSafetyPhysiologicalMaslow HierarchyCareer DevelopmentChallenging Work & ProjectsContinuous Learning & DevCongratulationsCoaching & MentoringCultureConducive EnvironmentCommunicationCompensation Change ManagementSystem-Based (HR)People-Based (Manager)7What Motivate
6、 People - Herzbergs Motivation-hygiene Theory Motivators (激励因子激励因子) Achievement Recognition Work itself Responsibility Advancement Growth Satisfaction满意满意No Satisfaction没有满意没有满意Motivator 激励因子激励因子No Dissatisfaction没有不满意没有不满意Dissatisfaction不满意不满意Hygiene Factors 保健因子保健因子Hygiene Factors（保障因（保障因子）子）Compa
7、ny policy Supervision Relationship with boss Work conditions Salary Relationship with peers 8The Reality Economy Recession & Uncertainty9 Vision, Business strategy Business model Market, Clients, Price, Organization right sizing Talents is still in shortage Efficiency, productivity Costs, costs & co
8、stsOrganization Challenges During Economy Recession10Partnering the businessDriving HR solutionsDelivering effectivelyEngaging people in changeHR CompetencyHR Key BehavioursWhat HR Should Focus More On ?11How to Raise Employee Value - Practices on creating a learning organizationWhy Creating a Learn
9、ing Organization ? Practice Sharing: How to Create a Learning Organization12What is a “Learning Organization”? “Organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration
10、 is set free, and where people are continually learning to learn together.” Peter Senge5 Characteristics of a “Learning Organization”System Thinking Personal Mastery Mental Model Shared Vision Team Learning 13To a Learning OrganizationCreating A Learning OrganizationLearning OrganizationIt achieves
11、organizational purpose through creating learning atmosphere;Learning is shared and distributed among members of the organization; learning outcomes are embedded in the organizations systems, structures and cultureDevelopmentAll sorts of content / action based interventions, leading to desired change
12、s in abilities /behaviorsLearningLearning is a self-directed or learner-centered Process leading to increased adaptive potentialIts the movement from the delivery of content to the development of learning capabilities as a people development strategySharing14After-training SharingInternal Training P
13、rogramme CertificationReading CircleSubject Learning & sharingTechnical Publications & SharingTrainingProgramsSHARING PLATFORMSChina /world Wide SharingCompany wide sharingChina e-Mag IntranetGroup SharingManagement MentoringAction LearningE-learning15Approaches in Creating a Learning OrganizationLe
14、arning InitiativesDescription1234 After-training sharing to enhance their learning and to share their learning with others Assigning subjects to high potentials to do further study and to share their learning with others Managers to transfer their knowledge in a more flexible approach.Senior people
15、to coach selected potentials to accelerate their Devt After-training SharingInternal Training program CertificationSubject Learning & sharingManagement Coaching Form booking reading group to learn and share with othersReading Circle5 Providing opportunities for potentials /managers to work on busine
16、ss projects and they learn through working on the projects Action Learning6 Sharing Research results from Technical Publications Technical Publications & Sharing7E-learning To enable managers access to e-learning modules 816Reading Circle To cultivate learning habits by encouraging reading and shari
17、ngp Reading Circle Formation:STEP 1: Interested books survey: HR to collect staff interested booklist STEP 2: Reading Groups Formation: HR publicize the selected booklist and invite people to select their interested books People who choose the same book will form a reading group Each group will send
18、 HR their reading activities plans within 1 week after receiving the HR provided book STEP 3: Sharing Sessions HR to follow up to arrange the sharing sessionsp Top 10 best books: Best Books voted by employees after the sharing and recommended to colleagues17After-Training SharingpCourses are mandato
19、ry for sharing:- All external training courses - A few selected courses pAfter-training Sharing SessionsAll the participants must share their learning either by group or individual through formal presentationsHR to schedule Sharing Session by inviting all the interested colleagues within 1 month aft
20、er the trainingpSharing Approaches:Either individually or in grouppSharing Folders Set up- All the shared documents to be archived under a shared folder To enhance learning effectiveness through after-training sharing18Internal Training Programme Certificationn at least 10 participants in any event,
21、 and minimum 2 hours of active participation in delivering training or facilitation (exclude travel time, time spent on organization) nAll the staff designed programs have to be endorsed by respective management and local HR (2 weeks prior to start date of course).To cascade functional expertise/ Ma
22、nagement knowledge in a more flexible approach19Subject Learning & Sharing by High PotentialsSubjects are identified by China or Site Management Team;Selected High Potential will be assigned with 1 subject The HP will initiate the learning & sharing process:lTo form a group to study, research, and d
23、ialogue to gain in-depth knowledge of the subjectlDevelop a formal presentation / package on the subjectlTo share the learning results of the subjectTo encourage high potentials to learn some specific subjects which are good for their development, and the HPs are invited to share with others their l
24、earning20Management CoachingCoach NameDeptCoacheeCoaching subjectsCoaching Session FrequencyCoaching Status To encourage knowledge & experiences transfer and at the same time, assess the potentiality of the selected talentsCoaching workshop for the coachCoach expected coaching subjects to be collect
25、ed by HRCoach will base on his/her interests and specialty to select coachesCoaching is organized on a yearly basis21Action Learning is the most Effective Learning You Hear, You forget You See, You Remember You Do, You understand - Confucius不闻不若闻之，闻之不若见之，见之不若知之，知之不若行之。学至于行之而止矣。 - 荀子儒效 22ProjectslRea
26、l business issues within the companylProject execution period: 6 monthslThe project team are responsible for the resultslIts a mixed team from different business lines, functions, locations, etc.lAward for the winning teamlLearning is more important, its not competition.23ProcessChina leadership tea
27、m to agree on the action learning approachIdentify real business projects with project sponsor from respective business linesNominate 3-4 participants (HPs) from each business to form project teams ( Max. 4 team at a time)Nominate 4 managers at Director level or above as respective project coachPlan
28、 and schedule action learning program24Action Learning ProgramKick - Off Workshop 2-3 dayslWork as a team to work on the projectlImplement personal development plan lPrepare project findings to present to sponsors and juryFinal Workshop 2 dayslPresent project finding to sponsor /jurylShare learning
29、with peerslAward winner Project Execution 6 MonthslGain insights into company business strategylAttend change management & project management workshop to prepare for the project executionlDiscuss with sponsor to prepare project framework, execution plans and to get sponsors buy-in25Leaders modeling
30、Min. 1 session a yearActive ParticipationRecognitionImmediate recognitionSharing Photos during annual partyBest team awardSponsored trip to other sites for sharing1 element in PAGood Promotion & PlanningTask force monthly meetingPromotion via e-mail, intranet and mass comPublishing quarterly plan and sharing calendarQuality Execution & Follow upRehearsal before presentationEmployee Evaluation on every sharing sessionSlides posted on intranetHow to Sustain & Enhance Learning & Sharing Culture26