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最高管理者有没有亲自参与学习,对于学习的目的是否清晰,有没有及时将学习的效果和企业管理的实际进行有效结合,有没有从变革的高度来看待企业管理的提升,对变革需要达成的目标结果清晰不清晰、坚定不坚定,愿不愿、有没有把变革举措落实为行动计划并且和公司战略执行体系进行有效结合,能不能够提前预估到变革的阻力并制定预案,能不能坚决果断地妥善处理变革中的阻力?这些都将直接决定学员企业的学习效果。
Does the top management have any personal involvement in learning, whether the purpose of learning is clear, whether effective learning is effectively combined with the actual management of the enterprise, and whether the promotion of enterprise management is to be viewed from the perspective of change, The target outcome is clear and unclear, firm and unsustainable, willing or not. Is there any way to implement the change initiatives as an action plan and effectively integrate with the company’s strategic implementation system? Can we anticipate the resistance to change and formulate a plan in advance, can we stand firm? Resolutely and properly handle the resistance in the reform? All these will directly determine the student enterprise learning effectiveness.