Learning Organization Survey---- Training Center of Zhejiang Electric Power Corporation

By Mia

Background of the Organization

Training Center of Zhejiang Electric Power Corporation is organized and managed by Zhejiang Electric Power Corporation. It is a large-scale education and training base. The Training Center was built by 1978, which undertakes the technical training, project development, technology services, skill evaluation, continuing education and other tasks. It has trained a large number of talents for Zhejiang Electric Power Corporation.

The link of survey result: https://survey2.hbs.edu/los/LosResults?sessionId=381B5FE533C282FF08CDAC97F004A87C7C 

All these are closely related questions. According to the survey results, some findings are as follows:

The first part is the Learning Organization Scores Summary. Two of three indexes are at the bottom quartile. It is easy to see that the leaders of the organization did not play an important role in the learning process. Lacking truly communication, it can leads to inadequate connection between leaders and employees. In my organization, the leader seldom provided time to listen to the opinions of the employees, and at the right time, able to give advice. It is the result of the employees unwilling to express different opinions. We must heed the correct views and act upon them. At the same time, leadership behaviors affect the learning process and environment.

As a professional training organization, when comes to the concrete learning process and practices, the result is quite otherwise and not nearly so much high as I thought. After reflection of the truth, I think we still need for improvement.

To serve as a high-tech enterprise, we usually provide the new technical support and service to our learners. On the other hand, although we usually try out new teaching method instead of the certain pattern, we do not have a set of intact, effectualexperiment system. Even if employees have some constructive ideas, they do not know how effect the new ways can actually be used in the practice.

Then, the information collection, we require continue to collect information, in accordance with the present level of technical and social development trend. However, because of the specialty of our enterprise, which is organized by the Zhejiang Electric Power Corporation, we do not need to consider about the competitors. This is a hidden danger.

When comes to the analysis, in my department, the colleagues will discuss with the training problem frequency. Although there are various opinions can be issued, leaders will make the final decisions in accordance with his argument.

In the aspect of education and training, and information transfer, training is important, especially newly hired employees, who will accept a serious of training and tests to make sure whether they can accomplish duties and responsibilities. But for the experienced employees, supporting training is not sufficient. Also, my organization will share information during the form of conference and symposium, however, the model is comparative traditional.

Last, the supportive learning environment, which is in a poor condition. Three of them are in the bottom quartile. The openness to the new ideas got the lowest score among all the indexes. Time for reflection is relatively high. There is one thing need to know from the result, we still did not form a good learning environment.

Overall, we need to realize how serious the whole situation is. Hardly any index located to the top quartile. Instead of this, many indexes have been placed to the bottom quartile. I need to collect the data more details and come up with the solution.