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论文编号：	9816
作者编号：	2220140611
上传时间：	2017/12/12 14:03:22
中文题目：	S外资企业组织学习生态圈构建与管理研究
英文题目：	Research on Organization Learning Ecosystem Establishment And Management Of S Foreign Enterprises
指导老师：	刘俊振
中文关键字：	S外资企业学习生态圈；个体学习；群体学习；知识整合
英文关键字：	S foreign enterprise; Learning ecology; Individual learning; Organization learning; Knowledge integration
中文摘要：	二十一世纪的巨变需要各大企业不断培养发展人才，并提高员工的相关技能，以达到最大的效率。作为世界五百强外资企业之一，S外资企业随着市场竞争的加剧，战略和产品需要不断地变革和创新，人才也需要快速发展以满足企业的需要，但同时也受到成本控制的制约。需要在优化成本的前提下，加快关键人才业务的培训速度，构建组织学习生态系统，不断学习创新，转化为动力和活力。 论文共分为四个部分：第一章是相关理论综述，包括组织学习的概念、组织学习理论、生态圈及相关理论和学习生态圈研究综述四个部分。第二章阐述组织学习现状及学习生态圈构建必要性，首先是S外资企业概述，然后介绍S外资企业组织学习设计与实践现状，最后说明S外资企业内外部环境分析及组织学习生态圈构建的必要性。第三章是学习生态圈构建与管理设计，分为七个部分，第一个部分阐述构建的目标、思路与坚持的原则，第二个部分阐述员工个体层面学习动机的激活，第三个部分阐述群体层面学习合力的形成，第四个部分阐述组织层面学习与知识整合，第五个部分阐述企业外部学习生态圈的构建，第六个部分阐述企业大学的角色，第七个部分阐述组织学习生态圈运行的保障。第四章是结论与展望，首先总结研究主要发现与结论，最后提出研究不足与研究展望。 在企业学习生态系统类似于生物的生态系统，员工、经理、人力资源部、学习发展部、供应商、合作伙伴和客户是学习生态圈相互依存的各种角色，相互学习，汲取知识的养分，能量在整个生态圈运动，每个个体如果需要生存，必须适应组织环境和外部环境变化，每个个体的适应性进一步促进了所有学习生态圈的适应性，促进整个生态圈的良性、健康发展。当今，人才培养的持续跟进，是国外企业可持续发展的关键，而外企建立学习生态圈管理的研究，对外资企业的发展具有十分重要的意义。 S外资企业作为一家世界五百强公司，拥有上百年的发展历史，在当今时代，如何通过提升组织学习力持续保持组织的竞争力，是企业基业长青的关键。 2016年3月，光辉合益大中华区副总裁，领导力和人才发展学科的领军人物岑颖寅及前光辉合益华南区人才发展专家罗嗣辉提出“将学习融于无形，向生态圈演进”。 当前企业学习正面临着前所未有的冲击，一是来自于技术的革新，而是来自于组织的变化，三是来自于人的更迭。冲击之下，未来的学习将不再仅仅呈现为一种积极向上的个体或组织行为，而是回归或发展成一种共生、共荣的生态。 本文重点从S外资企业的学习生态圈打造的必要性和方法进行分析阐述，包含员工个体层面学习动机的激活、群体层面学习合力的形成、组织层面学习与知识整合、企业外部学习生态圈的构建和组织学习生态圈运行的保障。 一、首先激活圈内每个员工的内在学习动力。建立与职业路径相关联的学习路径，所有员工如果想在职业路径上发展，必须经过相应的学习，考核通过再晋升。创建游戏化学习场景，让学习变得更加好玩有趣而且有价值。加强直线经理对于员工学习发展的辅导激励。HR设立激励措施鼓励学习文化。搭建简单有趣的学习系统。 二、在个人层面激活学习动力之后，可以在群体层面进一步形成学习合力。可以从以下几个维度打造群体学习合力。建立学习社群。加强高管分享。强化员工之间的众创众学，互相学习。加强管理层对于社群学习的重视和支持。通过“世界咖啡”创造集体智慧。加强行动学习。建立复盘文化 三、个体和群体层面的学习激活以后，组织层面的学习与知识整合可以最大化地提升学习效率和价值，可以从体系、平台、运营三个层面进行整合从而实现资源价值最大化。组织学习与知识整合体系：根据组织战略及文化，每年设计并计划组织整体学习内容，应用多样化的宣传渠道进行宣传推广。组织学习与知识整合平台：应用互联网技术搭建高效便捷的学习与知识管理平台。组织学习与知识整合运营：由组织中的学习发展部门领导整个组织的学习，各业务部门人力资源业务伙伴支持，IT技术部门基于系统运营层面支持，定期维护更新学习内容。 四、在企业与合作伙伴以及客户的学习体系中，有很多通用的知识技能是可以通过外部生态圈的形式共生共长的，例如领导力方面的学习、个人技能、人力资源管理、IT管理的学习。外部学习生态圈的构建可以帮助企业生态圈的内的企业共同成长，节约成本，最大化学习价值。外资企业可以与企业的供应商、合作伙伴和客户共同组成学习生态圈。学习生态圈的高效可持续发展需要高效的平台支持。S外资企业可以主导整个学习生态圈的运营，生态圈的各企业有相应的负责人对接S外资企业，形成一个整体的项目运营团队。 五、组织学习生态圈运行需要良好的保障，主要包含以下三个方面： （一）各企业高管的支持以及财务预算的支持。S外企业通过清晰的项目管理计划在年初得到各企业确认的学习计划和预算支持。高管的支持和财务的支持确保学习生态圈的各项计划可以落实，是学习生态圈顺利发展的关键。 （二）自主的学习文化。员工清楚自己的职业通道与学习的关联，自己通过各种渠道自主学习。经理帮助员工制定3E的学习计划，通过课堂或在线学习，分享或实践帮助员工提升，及时给予反馈；员工主动应用所学到实际工作中，将知识及时转化成行为改变及业务成果。 （三）S外资企业学习发展中心的运营能力。S外资企业需要用尽可能标准的流程来运营内外部学习生态圈，保证高质量的运行。定期进行复盘改善，不断提升生态圈内各企业的学习体验，从而提升真个生态圈的学习价值。 （四）S外资企业学习生态圈平台的维护。生态圈的可持续运营发展需要高效的平台的支持，S外资企业需要打造最好的用户体验的平台，提供最佳学习体验，加强生态圈内的粘性。 通过以上几个关键举措，打造企业联盟学习生态圈，从而为企业可持续发展注入长久动力。关于如何进一步探索企业大学在外资企业学习生态圈中不断进行敏捷调整的作用和意义,以及组织结构和核心能力的敏捷调整，是未来可以继续探索的话题。
英文摘要：	With the huge change of the 21st Century, big enterprises need to keep developing talents and improve their related skills, thus to achieve continuous competition. As one of the world's top five hundred enterprises, S foreign enterprise constantly reform strategy and innovate products to deal with the aggravation of the market competition, the talents need rapid development to meet the needs of enterprise as well, but restricted by the cost control. S enterprise needs to speed up talent development under the premise of optimizing costs, build an organizational learning ecosystem, continuously learn and innovate, drive more power and vitality. The paper is divided into four parts: the first chapter is a summary of related theories, including the concept of organizational learning, organizational learning theory, ecological system and related theories and four research summaries of learning ecosphere. The second chapter elaborates the necessity of constructing the learning ecosystem and learning organization, the first is a summary of S foreign enterprises, and then introduces the design and practice of learning organization status of S foreign enterprises, finally analyze internal and external environment of S foreign enterprises for the necessity of learning ecosystem establishment. The third chapter is the design and management of the learning ecosystem, is divided into seven parts, the first part expounds the objectives, ideas and principles, the second part describes the activation of individual level learning motivation, the third part describes the group level learning ability formation, the fourth parts of organizational learning and knowledge integration, the fifth part is the establishment of external learning ecosystem, the sixth part elaborates the role of university enterprise, the seventh part of the organizational learning ecosystem is operation support. The fourth chapter is the conclusion and prospect. Firstly, it summarizes the main findings and conclusions, and finally puts forward the research deficiencies and research prospects. The learning ecological system is quite similar to the biological ecological system, employees, managers, human resources department, learning and development department , suppliers, partners and customers are the main roles of learning ecosystem, learn and exchange knowledge among each other, energy passes on in the system. Each role has to adapt the organizational environment and external environment changes to survive successfully, which develops the adaptability of the whole system, keep healthy improvement . Today, the talent development is still the key to the sustainable development of foreign enterprises. The research on the management of learning ecosystem in foreign enterprises is of great significance to the development of foreign enterprises. S foreign enterprise, as one of top five hundred companies in the world, has a history of over one hundred years. In today's era, how to maintain organizational competitiveness through enhancing organizational learning capability is the key to enterprise's everlasting development. There are several theories related to organization learning and ecology system, of which, we should focus on Dr. Qiu Zhaoliang's "enterprise ecosystem" in the construction of organizational learning ecosystem". Learning organization is an ecological and self evolving complex system. In 1998, Dr. Qiu Zhaoliang proposed "organizational learning fish" model, Dr. Qiu regarded the organization as a fish, the fish head is learning concept, the fish body is organizational learning mechanism, the fish fin is support mechanism, the fish tail is action, the water is external environment of enterprise. The establishment of learning organization is a system engineering, at the same time, the learning strategy, organizational learning mechanism, support mechanism and action form an organic system, the organizational learning operations also cannot do without the organization's environment, all parts should collaborate to work smoothly. 1. "fish head" – learning concept Psychology holds that concept play an important role in restricting or dominating individual behavior. As the first step of learning organization, the most important step is to reach the consensus of all members, establish a firm belief, and aspire to be a learning organization. If there is no correct concept, we can not take the right action,and also can not become a learning organization. Concepts include shared values, improved mental models, visions and strategies, learning strategies and publicity and commitment. 2. "fish body" -- organizational learning mechanism As the fish of "learning fish", organizational learning mechanism is the core part of learning organization. The organizational learning mechanism includes individual learning, team learning and the whole organizational learning, as well as different levels of learning methods. Individual organizational learning is the "power source", effective learning individual drive group learning, group learning mechanism and can lead to better promote individual learning, group learning directly affects the entire organization learning atmosphere and culture, and improve the organizational learning mechanism will effectively lead the team and individual learning, forming a virtuous cycle of the. Organizational learning mechanism, including the market perception system, intelligent decision-making system, command and management reporting system, implementation and control system, problem solving and team learning system, organizational memory and knowledge management system, knowledge dissemination and sharing system, education and training and development system and management system innovation. 3. "Fish fin" organizational learning support mechanism Organizational learning support mechanism is as the fish swimming in the water with fin, organization structure, strategy, system, knowledge management, personnel and technology give effective support and assistance to organizational learning, organizational learning can be carried out smoothly by the security mechanism, only the parties coordinate smoothly, the organizational learning efficient operation can be ensured. 4. "fish tail" - Action The final realization of organizational learning need action, as a fish tail swing continuously. To keep fast and steadily organizational learning, execution must be strengthened, through effective action, continue to be adjusted according to the situation of the organization. Action mainly includes learning organization creation, planning and management, evaluation and optimization. 5. "water" -- external environment of enterprise The environment that the organization faces is the water that the fish can't leave". Suppliers, business partners, government, society and so on constitute a big environment. Enterprises can not do without the environment, and the development of organizational learning can not be separated from the strong cooperation of the environment. The environment of organizational learning includes cooperative learning, benchmarking learning, learning expansion to the upstream and downstream, considering national conditions and cultural characteristics, etc.. In 2010, Dr. Qiu Zhaoliang, a learning organization research center in Beijing, put forward "enterprise ecological tribe" through the study of enterprise learning organization". He believes that the future competition will be the enterprise group and enterprise group competition, enterprises and relevant partners, suppliers and so form a learning partnership, strengthen the enterprise group learning, Co evolution. Lenovo Group, for example, has benefited from the symbiosis of "ecological circle". At the beginning of the establishment, Lenovo and HP cooperate to learn the operation of the market and channel construction and management methods; now, Lenovo continues to carry out international and domestic cooperation, and the national world-renowned companies to become learning partners, the formation of learning ecology coevolution. In March 2016, Mr.Cen Yingyin, Vice President of Guanghuiheyi China, leader of leadership and talent development, and Mr.Luo Sihui, a former Southern China talent development expert, put forward the idea that learning should be evolved into an ecological circle". At present, enterprise learning is facing unprecedented impact, the first is from technological innovation, the second is from the change of organization, the third is from the change of people. Under the impact, the future learning will not only appear as a positive individual or organizational behavior, but also return to or develop into a symbiotic, CO prosperity of the ecology. This paper focuses on the necessity and methods of learning ecosystem of S foreign enterprise, including individual learning motivation, organization learning, knowledge integration, learning ecosystem building up and operation system. S foreign enterprises learning consists of four levels, the first level is the global business strategy based learning, led by the global headquarters; the second level is the various countries business strategy based learning, designed and delivered by country learning function third levels; the third level is based on each business unit’s strategy, designed and delivered by corresponding learning development consultant for each business unit; the fourth level is the learning path of each job position based on the employees competency profile, employee can choose appropriate curriculum to fulfill competency gap. With the economic and social development, today is era with knowledge economy, the development of the Internet has brought the rapid dissemination of knowledge, , many Internet industry knowledge is updated every two months, for the company, employee knowledge renewal speed directly affects the speed and potential for the development of enterprises, and the Internet technology has made the digital learning become an important method for knowledge dissemination. With the external economic competition intensifies and the competition among enterprises intensifies, large enterprises begin to form their own ecological alliance, in order to achieve more powerful competitiveness. S foreign enterprises employee are lack of awareness of their self learning. Through the construction of learning ecosystem, we can create a learning environment to enhance the learning consciousness of employees, so that employees become the masters of learning. The establishment of learning ecology is the need of S foreign enterprises strategy, the need of rapid development of talents, the need of efficiency improvement, the need of building up learning culture and the need of strengthening knowledge management Firstly, the internal learning motivation of each employee in the ecosystem should be activated. Establish a learning path related to career paths. If all employees want to develop on the career path, they must pass the corresponding learning path. Create a game based learning scene that makes learning more fun, interesting and valuable. Strengthen the guidance and encouragement of line managers for staff learning development. HR set up incentives to encourage learning culture. Build a simple and interesting learning system. Secondly, after the activation of learning motivation at the individual level, it can further form a learning ability at the group level. The group learning ability can be created from the following dimensions. Building a learning community. Invite top management to share. Strengthen staff teach staff, learn from each other. Get the management's support to community learning. Consolidate wisdom through "world coffee". Strengthen action learning. Build up project review culture. Thirdly, after individual and group level learning activation, organizational level of learning and knowledge integration can maximize learning efficiency and value, can be integrated from three parts of the system, platform, operation, so as to maximize the value of resources. 1. Organizational learning and knowledge integration system: according to the organizational strategy and culture, each year learning content is designed and planned, and promote through various channels. 2. Organizational learning and knowledge integration platform: apply the internet technology to build efficient and convenient learning and knowledge management platform. 3. Organizational learning and knowledge integration operation: the learning organization can be led by the learning development department in the organization, with the support of the human resources business partner, and the IT technology department, and regularly maintain and update the learning content. Fourthly, in the learning system of enterprises, partners and customers, there are many common knowledge and skills which can be symbiotic through the form of an external ecosphere, such as leadership learning, personal skills, human resources management, IT management learning. The construction of the external learning ecosystem can help the enterprises within the enterprise ecosphere grow together, save costs and maximize the learning value. Foreign enterprises can form a learning ecosystem with their suppliers, partners and customers.Efficient and sustainable development of learning ecosystem needs efficient platform support. S foreign enterprises can lead the operation of the whole learning ecosystem, each enterprise of the ecosphere has the corresponding person in the operation team, forming a whole project operation team. Fifthly, the operation of organizational learning ecosystem needs good support, mainly including the following three aspects: 1.The support of executives and financial budget. S enterprises can make project management plan at the beginning of each year, each enterprise confirm the learning plan and budget. Executive confirm financial support to ensure that the learning ecosystem can be implemented in various programs, which is the key to the smooth development of the ecological circle. 2.Self motivated learning culture. Employees know their career path and their learning path, and they learn by themselves through various channels. Managers help employees develop 3E learning plan, through classroom or online learning, sharing or practice to help employees upgrade, give timely feedback; employees actively apply the knowledge and skills, result to change of behavior and business. 3.The operation ability of S foreign enterprises' learning development center. S foreign enterprises need to run the internal and external learning ecosystem with the standard process to ensure the high quality operation. Regular check and constantly improve the learning experience, thus to enhance the ecosystem learning value. 4.The maintenance of learning ecosystem platform for S foreign enterprises. The sustainable development of the ecological system needs the support of efficient platform. S foreign enterprises need to build the platform with best user experience, , and strengthen the stickiness in the ecosphere. Through the above key measures, an enterprise alliance learning ecosystem is created, to support sustainable development of enterprise. How to further explore the role and significance of enterprise university in the learning ecology system of foreign enterprises, and the agile adjustment of organizational structure and core competence, will be a topic that can be further explored in the future.
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