Shoe Enterprises Intensify Their Advanced Talents To Cope With Market Risks

Ye Xiandong, chairman of the red, yellow and blue group, has just returned from the MBA learning class from Xiamen University.

Like Ye Xiandong, the concept of "learning" is being interpreted in many private enterprises in Wenzhou.

Traditional management training, internal staff training, and reading activities have long been nothing new. Nowadays, Wenzhou private enterprises are keen to build enterprise universities, run big schools like "100 lecture circles", engage in brainstorming sessions involving the top domestic creative personages, and invite professors from famous universities at home and abroad to teach them by airplane.

The upsurge of building talent projects and creating learning organizations is taking off in the Wenzhou business community.

At the 2010 Annual National Marketing Summit of AOKANG group recently held, AOKANG group Chengdu branch Chen Ruifu received two great gifts for its outstanding performance: one is Buick Lacrosse car, and the other is AOKANG University EMBA new student quota.

Among the private enterprises in Wenzhou, AOKANG is probably one of the most willing to spend money on training. The annual training cost is more than about 10000000 yuan, and AOKANG also set up the first enterprise university in China's shoemaking industry.

At AOKANG University, employees no longer passively receive training, but take the initiative to choose their favorite subjects, courses or even teachers.

The lecturer closely combines the curriculum with the actual situation of the company, and teaches the system in a systematic way. After several years of training, the staff can reach the master of management.

"Getting the EMBA student quota of AOKANG university has a magnet attraction for us."

Liang Jiesheng, an employee of AOKANG group, said.

In the Qiao Tong Group of garment enterprises, an all directional training system, which covers front-line staff to senior managers, is being constructed.

Dai Quwen, manager of Human Resources Department of Jordan group, said that no matter whether the new generation of migrant workers recruited from the western rural areas, the newly graduated college students or the senior technical management personnel introduced, the company will formulate detailed career planning and supporting training plans according to their personality characteristics and professional expertise.

Wang Peiran, a graduate of Shandong University, has just entered the three months of Joe Jordan, and has established his own development direction with the help of the company: starting from the market supervision, through a series of job rotation, training and re education, and achieving the goal of becoming a marketing executive in ten years.

He said: "I was confused when I left school, but now I am full of confidence in the future, and I have the motivation to move forward every day."

Reporters found in the interview, in addition to large enterprises and groups to accelerate the creation of learning organizations, many small and medium enterprises in Wenzhou have joined the ranks.

Although Lixin valve is not large, it has incorporated talent cultivation and corporate culture into the development strategy of pformation and upgrading.

Wang Qinai, the head of the company, believes that the pformation of enterprises to develop talents is the key. Now many small and medium enterprises are facing the problem of "recruitment difficulty". How to recruit new employees, retain old staff and cultivate good staff is directly related to the future development of enterprises. And through the creation of learning organizations to enhance the cohesion of enterprises and improve the quality and loyalty of employees, it is an effective way to solve this problem.

"Creating a learning organization is the trend of human resource management in the era of knowledge based economy. Only when it is a learning organization, can an enterprise ensure that there is a steady stream of innovation, so that we can give full play to the role of human capital and knowledge capital and achieve the ultimate goal of customer satisfaction, employee satisfaction, investor satisfaction and social satisfaction."

Zhou Dewen, vice president of China Association of small and medium enterprises and President of Wenzhou SME Development Promotion Association, said that Wenzhou's private enterprises scrambling to create learning organizations revealed an optimistic signal: Wenzhou enterprises' ability to adapt themselves to external changes and their self-development ability are becoming stronger and stronger.