"This is an indirect way to get the MBA course into the enterprise and get off the bus, so that employees can share with them the most advanced management knowledge."

Ye Xiandong said.

Just after returning from the MBA class at Xiamen University, Ye Xiandong, chairman of the red and yellow blue group, was busy sorting out lectures and preparing lessons as before.

It turned out that he would convey the essence of MBA to his employees through his own lectures.

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.

   　　　在近日舉行的奧康集團(tuán)2010年度全國(guó)營(yíng)銷峰會(huì)上，奧康集團(tuán)成都分公司陳瑞福因業(yè)績(jī)出色收到兩個(gè)大禮：一個(gè)是別克君越轎車，還有一個(gè)就是奧康大學(xué)EMBA新學(xué)員名額。在溫州民營(yíng)企業(yè)中，奧康大概是最舍得在培訓(xùn)上花錢的企業(yè)之一，每年的培訓(xùn)費(fèi)用超過1000多萬元，同時(shí)奧康還成立了中國(guó)制鞋行業(yè)的第一所企業(yè)大學(xué)。在奧康大學(xué)里，員工不再被動(dòng)接受培訓(xùn)，而是主動(dòng)選擇自己喜歡的專業(yè)、課程甚至老師。講課者把課程同公司實(shí)際情況緊密結(jié)合、系統(tǒng)講授，員工通過幾年培訓(xùn)就可以達(dá)到管理學(xué)碩士的水平。“能獲得奧康大學(xué)EMBA學(xué)員名額，對(duì)于我們來說有著磁鐵一般的吸引力。”奧康集團(tuán)員工梁杰生表示。

    　　在服裝企業(yè)喬頓集團(tuán)里，一個(gè)涵蓋一線員工到高層管理者的全方位立體式培訓(xùn)體系正在構(gòu)建之中。喬頓集團(tuán)人力資源部經(jīng)理戴取文介紹說，不管是從西部農(nóng)村招來的新生代農(nóng)民工、剛出校門的大學(xué)生還是引進(jìn)的高級(jí)技術(shù)管理人才，公司都會(huì)針對(duì)他們的性格特點(diǎn)、專業(yè)特長(zhǎng)，制定出詳細(xì)的職業(yè)生涯規(guī)劃和配套培訓(xùn)計(jì)劃。

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.