At the sharing meeting, Cai Yang of the business management department led the audience to watch the pictures and videos collected during the investigation, intuitively show the frontier trend of the industry development to the employees, feel the dedication, crisis awareness and strong executive power of the excellent employees, feel the wolf culture of persistent entrepreneurship, and guide the whole staff to focus on the problems and difficulties existing in the enterprise at the present stage, This paper introduces the design, reflection and summary of the built-in louver insulating glass.

  The participants talked, spoke and stated in combination with their post functions and current work priorities. Mr. Xiao clearly put forward that the core values of the company's corporate culture are "honesty and trustworthiness, diligence and diligence, unity and enterprising" in combination with the precipitation of the meeting, the company's long-term strategy and short-term goals, and required all members to establish a firm belief of continuous learning, progress and common growth with the enterprise, Make concerted efforts to build a learning organization full of core driving force.

Building a learning organization

  First, learning from work and learning from work. The company formulates five-year talent development plan and talent training plan, and formulates career planning together with employees, so as to guide employees' reasonable learning orientation, and pay attention to learners' needs, learning transformation and performance improvement. Apply knowledge to work practice.

  2. Carry out various training activities. HR integrates the company's strategic planning, industry development trend and job demand, formulates hierarchical training plans for employees, organizes various internal and external training courses with various themes, and continuously carries out skill competition, job training and military training, forming a learning atmosphere of one class a week and one theme a month.

Post skills competition

  Third, establish a flexible and random learning mechanism. The conference room, post and boss office are all training classrooms, and the general manager, chief technical engineer and workshop supervisor can all be mentors. Saidile has set up a team of internal trainers including middle and senior managers, front-line excellent technicians and sales personnel to teach successful experience, management skills, share growth stories, realize group learning and all staff learning, trigger systematic and non-linear thinking, and realize innovation in concept, system, method and management.

  By carrying out the activities of creating learning organization, the hollow shutter manufacturer cediler strives to form a learning culture of "sound learning system, strong learning atmosphere, lifelong learning of employees and continuous improvement of post ability". At the same time, cediler also writes the creation of learning organization into its development plan, making it an important part of the enterprise's development strategy. To enhance the team's innovation ability, enhance the core advantages of products, and lead the development trend of the industry, Sidel has been on the road.