1. Construction of Learning Organization and Enterprise Training
1.1 Learning organization theory
American scholar Peter M. Senge in the The Fifth Discipline puts forward the management concept of learning organization, which suggests that enterprises should establish a learning organization. The organization should strive for simplification, flattening, flexible response, lifelong learning, constantly self-organization and recycling, in order to maintain competitiveness. In his view, the learning organization is skilled to create, access and transfer of knowledge of the organization, but also good at modifying their behavior to adapt to new knowledge and insights.
1.2 Human capital theory
In the 1960s, American economists Schultz and Becker put forward the theory of human capital, capital can be divided into two types: human capital, material capital. Material capital refers to the capital goods such as plant, machinery, equipment, raw materials, land, money and other securities; and human capital is obtained through education, training, health care, labor migration, employment information, The sum of skills, knowledge, health and level of the person. The theory that human resources are all the most important resources.
1.3 Top Management Learning Theory
A. Social learning theory
In the late 1970s, American psychologist Albert Bandura proposed the theory of social learning, which emphasizes the effects of observational learning and self-regulation on the behavior of top managers. In his view, in the process of learning and self-regulation, human behavior and environmental factors interact with each other. Bandura studied the effects of individual cognitive, behavioral, and environmental factors on human behavior.
B. Adult learning theory
Malcolm Knowles’ adult learning theory suggests that adults need to know the purpose of their learning, that they have the need to be self-directed, and that more experience is applied to the learning process. The purpose of adult learning is very practical, in order to solve practical problems, their motivation to learn are from internal and external incentives
2. The Key Characteristics of Enterprise Training Based on Learning Organization
3. Analysis on the Present Situation and Existing Problems of Training Management of Middle and High – level Managers in CT company
3.1 Basic Information of Great Wall Information
3.2 Present Situation of Training System of Middle and High – level Managers in CT Company
A Company Training Form
B Training rights and obligations
C Training Plan and Training Implementation
3.3 Problems Existing in the Training System of Middle and High – level Managers in CT Company
A Training is not built on the core needs of the enterprise
B. Training for a single purpose
C. The lack of systematic and continuous training
4.2 Optimized design of training system for middle and senior managers
A Training needs analysis
B Training Guidelines
C Training Program
D Implementation of training
E Training results transformation
