Reviews of my organizations

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.

Organizational Culture

The main culture of the training center is bringing up the requisite trainees of electric power industries. To reach this goal, we provide different ways to improve the effect of teaching and training. All the staffs take every effort to integrate the teaching resources and increase the quality of teaching. The classify styles of training is fit for staffs and leaders. Moreover, the training for the staffs can be distributed into two classes: the new staffs and senior staffs. There are many professional teachers and professors to improve ability to innovation. As the training center is a division of state enterprise, with a set of strict management system, so it lacked some elements of innovation and communication to a certain extent.

Organisational Structure

Staff

There are many teachers who have. Some of them are the senior staff of the electric power enterprise. At the same time, we will invite some famous professor to give a lecture. Some teachers who have no practice in the electric power enterprise will be arranged to work in the enterprise for a certain time. 

Organizational learning and training

As a high-tech enterprise, which need to update of information constantly. So, organization's learning is very important in the enterprise development process. Employees not only have a clear division of labour, but also job responsibilities in electric power companies. It is possible to solve the employees know the problem of "what to do", but from another point of view, it limited staff to go beyond the scope of organization. The creativity of the employees are less likely to be played. How to break the rigid pattern? The leaders re-examine the significance of power, so it appears the phenomenon of right differentiation in decision-making and management of enterprise development. Give full play to each employee's intelligence, and to raise the level of decision-making and effectiveness. Another change was to encourage innovation and creativity. Staff encouragement has also experienced the change from the simple, extensive model to the subtle and detailed one, which puts forward higher requirements for staff encouragement to further explore the subjective capability of staffs to motivate the enthusiasm, emotion, passion and motivation of staffs, and to improve the organizational performance.

I was impressed by the activities of "safe production month" carried out under arrangements of the State Grid. To power businesses, security is the life and efficiency, security is the most important thing in all the work! So, security is always a power of course people need to learn. In just two months, we organized eight of the safety regulations for our organization. In the process of learning, not only we study with the work-related safety regulations, but also highlighted other systems. Everyone review objectives and performance, find the faults and weaknesses, and to recommend appropriate measures. This makes me felt the crews pay attention to the safety of works deeply. Indeed, only we constantly learn to enhance own security awareness, we can transfer from "I will be safe" to " I want to be safe".

Performance and Evaluation

The training center will do an evaluation for the teacher after one training project. During this way, we can know the advantage and disadvantage in the teaching activities. After the evaluation, we can take measure to improve the quality of training and promote innovation. Meanwhile, it can enhance the competition among the teachers to improve the ability of teaching. 

We work out evaluation scheme which include four mainly parts. The four parts are attitudes towards teaching, ability of teaching, teaching effect, and order of teaching. We will ask trainees, managers and the teacher who under evaluation via questionnaire method to collect data. At last, the teacher will get appropriate reward or discipline.

Learning environment

During the survey results, 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, effectual experiment 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.