天誉|国际

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TTG Consultants
TTG Consultants Human Resources Consultants Specializing in  Career Management and Corporate Change
THE LEARNING ORGANIZATION 


Learning Organization Enablers

  • Candor: open communication about expectations, work performance and development needs.
  • Insight: performance appraisal (360? and strategic planning.
  • Trust: leaders “walking the talk?with concern for others?interests.
  • Motivation for development and recognition / promotion, compensation systems and a “how does it matter to me?focus.
  • Curiosity: fostering the exploration of new ideas.
  • Capacity: encouraging a sense of “do I have what I need to do the job.?/FONT>
  • Flexibility: taking reasonable risks and trying new things thru: task forces, “stretch?assignments, learning mentors.
  • Accountability: for meeting objectives and delivering on commitments.
 

Creating the Learning Organization “Talent Wheel?/B> 

  • How the Company Can?/B>
    • Attract
    • Select
    • Mobilize
    • Develop
    • Retain 
  • How the person Can?/B>
    • Engage
    • Sign-on
    • Stay
    • Perform
    • Grow 
Managing the Learning Organization’s Talent Portfolio Thru Assessing?/B>
    • Return
    • Risk
    • Liquidity
    • Current and Future Performance

The Learning ?Hand ?Off ? To create bench strength, small parts of every job are continuously ?handed - off ?to others to learn; thus in a pre-determined time, entire jobs are learned by others.  

     
     
     

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4201 Wilshire Blvd; Suite 430 Los Angeles, CA 90010 | Phone: 323/936-6600 or 800/736-8840 | Fax: 323/936-6721 | E-mail: Click here
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