| Summary: | 碩士 === 崑山科技大學 === 企業管理研究所 === 107 === The general industry usually understands that they must pay attention to the professional knowledge and skills of employees. These explicit trait education trainings are also easier to achieve the desired results in general occupational ability. But now, Enterprises face challenges such as organizational concentration, operational process changes and improved product and service quality. Whether the employees mentally agrees with the company and willing to actively respond to the companys needs in the long run. Continuing to strengthen self-motivation and beliefs to improve the performance of themselves and organization.
If the industry can pay attention to the cultivation of the hidden occupational ability of employees. They will be more willing to spontaneously strengthen their occupational ability. Occupational ability leads to work performance. By follow-up affirmation from the colleagues and supervisor, it will give them sense of accomplishment.Therefore, company personnel turnover rate will decrease. Staff training costs are falling. Employees are also more likely to have cohering force to the organization as well as more willing to stay in the company and doing their best performance. These employee’s hidden occupational abilities are easily overlooked. These abilities also severe affected company.Can it be more competitive capability then its peers in an industrial environment rapidly changing and intense competition. That’s an important key factor for company to survive.So, how to improve employee’s work motivation and self-concept by company’s employee education training programs is a topic worth of attention.
This article took several small and medium-sized enterprises as research objects. Its focus on group interviews and individual in-depth interviews to collect relevant information. After the interpretation and analysis of the interview text, it is summarized : By encounter bottleneck and difficulties,it developed several topic below: 1.Imsufficient motivation for employee involvement. 2.Departmentalism. 3.Power span between boss and employee. 4.Company is not willing to invest in education and training program. Refer to this study, here are the suggestions of management. 1. Every employee is important, strengthen then self-identify. 2.Demonstrate employee occupational abilities to create company value. 3.Breaking through the interpersonal bottleneck and reshaping the companyculture .
|
|---|
