A brief essay on the business learning experience of company executives

Get some gains in life, record them, analyze and summarize them, and let yourself improve yourself through continuous summary. The following is a short model essay on the learning experience of company executives compiled by me for your reference only. Welcome to read this article.

A brief essay on the learning experience of company executives (1) was fortunate enough to attend the executive training class this year, and listened to the courses taught by several experts and scholars, which benefited a lot and improved the understanding of the importance of learning. Let me talk about some experiences of this research:

First of all, learning is the best investment.

"Jade is not polished, and people don't know what to learn." More than ten years of academic investment has been rewarded in more than twenty years of work experience and personal growth. In this era of ever-changing knowledge and increasing competition, it is impossible for a team and its managers to have combat effectiveness and personal appeal if they do not take the initiative to learn. After just a few days of study and communication, I have a new vision, new cognition and new thinking. This rare experience will definitely have a positive and far-reaching impact on my future study and work. In the days to come, I will strengthen my study, be diligent in thinking and be brave in practice.

Second, love is an inexhaustible motive force.

A person who loves life and career will have passion for work, and the formation of this passion can not be separated from the talent training mechanism. As experts say: "Be good to employees, and employees will be good to enterprises". As a commercial enterprise, it is necessary to establish a perfect human resource management mechanism to cultivate employees' love for the enterprise; We should attach importance to the career planning of employees and build a platform for employees to display their talents and self. If we don't pay attention to personnel training, then no matter how high-quality people are recruited, they will become "mediocre talents" for a long time. In recent years, we have carried out multi-post training, follow-up training and urban-rural exchanges for newly recruited graduate students and undergraduates, just to open up a channel for the rapid growth of talents and let employees taste the happiness of engaging in financial undertakings.

Third, theory is a guide to action.

Managers should use the theories they have learned to sum up the past and guide the present and the future. Find out the reasons of learning failure and improve the ability of error correction; Accumulate successful experience in learning and enhance confidence in doing a good job; Set work goals in learning and seek new ideas for development.

Fourth, practice is the purpose of learning.

Take good care of your employees and customers, and the market will take double care of you. "This is the golden rule of enterprise. Man is the first factor of productivity. Therefore, in work practice, managers should "care about employees' lives and pay attention to working methods" so that employees can always feel the existence of the organization and the warmth of the extended family. In recent years, with the care and support of leaders, we have increased investment in infrastructure, with a brand-new look, high enthusiasm of employees and rapid development of various businesses. The business environment of "workers' home" and "customers' home" has gradually taken shape, and the corporate culture management concept of humanistic care has been strengthened day by day. " Self-confidence comes from learning. " I believe that as long as I believe that people who attach importance to learning and have the courage to practice will be able to reach the other side of the ideal.

You must think about what you have learned. According to your work practice in recent years, I'd like to make some suggestions:

First, please lead more grass-roots units.

I hope the leaders can take time out of their busy schedules to go to the grassroots. Going to the countryside is a channel to understand the voice and find problems, and it is also a way to guide the grassroots and motivate employees. Going to the countryside can not only help the grassroots solve problems, but also narrow the distance between leaders and employees.

Second, executives communicate regularly.

"Mass organization, flexible operation and democratic management" is the magic weapon for rural credit cooperatives to win, but our concept of employing people is still relatively old. Some trade union executives have worked in the same place for xx years or even xx years, and they stay for a long time. Where did they get their enthusiasm for work? Any new ideas? How to completely solve historical problems? This may be one of the reasons why the total assets and liabilities of rural credit cooperatives in our province do not match the total amount of xx. In fact, the regular communication between executives is to learn in different ways and practice in different environments, which is also the common practice of other commercial banks. As for the current problem of "unsatisfactory system", it can be solved by "X-managing cadres".

Third, boldly use new people.

At present, the phenomenon of selecting and appointing senior executives of the association is more common. In practice, we found that the same network, the same staff and a young director, but the business can develop supernormally, which shows that employing people is very important. "A small victory depends on wisdom, and a big victory depends on virtue". As long as the candidates are outstanding young talents who want to be secretaries and can be secretaries, they should use them boldly and "drop talents without sticking to one pattern".

Fourth, formulate a management system.

In recent years, Power Construction has done a lot of fruitful work for grass-roots cooperatives and promoted the development of the province's business. It is hoped that comrades in the science and technology department will make persistent efforts to develop a set of human resource management system covering production and non-production departments as soon as possible, provide information support for evaluating employee performance, quantify the contribution of each employee with the system, improve labor productivity and maximize the development of existing human resources.

A brief introduction to the learning experience of company executives (2) Executive power has always been an important problem that puzzles the development of enterprises. The key to the quality of an enterprise management lies in whether the indicators conveyed by the superior can complete the assigned tasks in time and effectively in summer without dragging their feet. Enterprises do not lack systems and effective management, but a spirit-the spirit of recovery. Therefore, how to improve the execution and team activities has become a problem that must be solved in the development of enterprises.

Therefore, learning and success are of great significance to mastering execution.

If you want to succeed in your career and work, you must pay attention to three things:

1. I have professional knowledge and believe that I can do it.

2. Learn to control time reasonably.

3, is to learn to control yourself, not because of work pressure, psychological pressure.

We need to understand seven things:

1. The work should be arranged in an orderly manner and fully prepared before the meeting. When you speak, you should use easy-to-understand language, and the description should be concise. Speak boldly, don't hesitate, be careful not to let others interrupt you.

2, don't use body language too much, it will only give people the feeling of dancing.

Don't pretend to treat all subordinates equally, but learn to be "right for things, not for people". We should concentrate on the tasks to be accomplished by this company, not on the relationship between employees or their family affairs.

Don't pretend to be a know-it-all, you should be ashamed to ask questions. As long as it is conducive to strength, to your prestige, people feel amiable. Because in everyone's eyes, you are not an impeccable person.

5, contact with people at work to have a sense of humor, is conducive to ease the tense atmosphere.

6. Don't talk too much about your private life to avoid misunderstanding. Don't listen to rumors, let alone catch shadows, otherwise it will affect the company's interpersonal relationship and seriously damage the company's image.

7. Try to make an objective evaluation of subordinates' work.

Modern society is an era with highly developed knowledge and culture. Without knowledge and culture, you can't keep up with the times and will be eliminated by society. If you want to succeed in your work, you need to keep learning "charging". Adapt to the development of society.

A brief model essay on the learning experience of company executives (3) When I first arrived at the company, it was peaceful. The warm atmosphere makes me feel at home. But suddenly one day I heard endless complaints and dissatisfaction from my colleagues, and I realized that calm was full of stormy waves. If it is not channeled as soon as possible, it will break out sooner or later. But I haven't found the root of this problem, or more accurately, I haven't found it yet.

Thank you very much for giving me the opportunity of "middle and senior management skills upgrading training". I think, after training, it should help me find the problems existing in the management of the branch and improve it slowly.

Going out alone is a valuable study and exercise in itself. I am very excited to find my way from a familiar city to a strange place, make new friends and feel the culture of different cities.

During the two-day course, I prepared carefully, devoted myself wholeheartedly, spoke enthusiastically and communicated actively. I think most of my classmates have remembered me, and I have gained more opportunities to express myself and get to know others. The whole training process is substantial and fruitful.

Middle management is like a horse-drawn gun, the most flexible, the best to use, the most attractive, but also the first to be sacrificed. I like this metaphor, and the image is a little helpless. Middle-level managers are indeed faced with the situation of "pressing up and squeezing down, rubbing left and rubbing right", which is crucial but also embarrassing. How to grow into a professional middle manager, we really need to improve a lot. Through two days of entertaining courses and communication with teachers and students of other enterprises, I summed up some of my gains in this training.

Most middle managers are promoted by excellent employees. After the role change, the requirements put forward by the post have also changed obviously. In addition to adjusting the methods and emphases of self-management, we should also increase the skills and abilities of managing others. Only in this way can we change from excellent employees to excellent managers.

First of all, learning is the best investment. "Jade is uncut and abrasive, and people don't learn and don't know." More than ten years of academic investment has been rewarded in more than twenty years of work experience and personal growth. In this era of ever-changing knowledge and increasing competition, it is impossible for a team and its managers to have combat effectiveness and personal appeal if they do not take the initiative to learn. After just a few days of study and communication, I have a new vision, new cognition and new thinking. This rare experience will definitely have a positive and far-reaching impact on my future study and work. In the days to come, I will strengthen my study, be diligent in thinking and be brave in practice. Provincial Association has always attached great importance to staff learning, especially this year, the top-down learning atmosphere is more intense, and this kind of learning investment will certainly bring rich "profits".

Second, love is an inexhaustible motive force. A person who loves life and career will have passion for work, and the formation of this passion can not be separated from the talent training mechanism. As experts say, "employees will only be good to enterprises if they are good to employees". As a commercial enterprise, it is necessary to establish a perfect mechanism to cultivate employees' love for the enterprise; We should attach importance to the career planning of employees and build a platform for employees to display their talents and self. If we don't pay attention to personnel training, then high-quality people will become "mediocre talents" after a long time. In recent years, we have carried out multi-post training, follow-up training and urban-rural exchanges for newly recruited graduate students and undergraduates, just to open up a channel for the rapid growth of talents and let employees taste the happiness of engaging in financial undertakings.

The business study experience of company executives is very short. (4) Attended this training course and listened to xx courses taught by several lecturers, which benefited a lot, including systematic theoretical explanation and classic case analysis, both business knowledge and financial knowledge, thus building a knowledge network, enriching everyone's knowledge structure and broadening everyone's management ideas to a certain extent. Through case analysis, students' ability to analyze and deal with problems has been greatly improved; The interaction in the classroom enriches the teaching form and enables students to learn new knowledge in a relatively relaxed atmosphere and absorb it faster. Xx Group has always attached importance to the training of employees, and this top-down learning investment will surely bring rich "profits". "Take good care of your employees and your customers, and the market will take double care of you", which is the golden rule of enterprises.

With the rapid development of economy, tourism has also developed, and various types of hotel investment have become international hot spots. The influx of major domestic investors and powerful overseas professional investors into the mainland has brought extensive influence to the already unsettled hotel market. At the same time, the unbalanced development of the hotel market has gradually emerged. In addition to hot cities and economically developed first-tier cities, the economic benefits of the hotel industry are still considerable, and the development prospects of hotels in many areas are still uncertain. Such as: immature market, low room occupancy rate, limited return on investment, etc. We must comprehensively analyze and study the present situation of hotel industry development according to the situation. Choose a reasonable investment profit model and implement rational strategic measures to make the hotel industry develop continuously, healthily and steadily.

The five most commonly used profit models of hotels are business growth profit model, property value-added profit model, capital operation profit model, brand innovation profit model and group construction profit model. Among them, the brand innovation profit model is the best model for long-term profit of hotels, and xx Hotel Group is the brand innovation profit model, which uses brand assets to extend brands such as xx Holiday and xx Star. The extension of the brand series has greatly enhanced the brand value of the hotel and laid the foundation for the all-round and multi-level profit of the hotel. In today's highly homogeneous hotel supply market, the differences between products are largely manifested in the differences of their brand images, so brands have become the new core of competition beyond products.

At the same time, hotel brands also provide enterprises with value beyond the tangible assets of the products themselves. The price of hotel brand includes two parts: one is the price of the product itself. That is, the product value (or retail price); The other part is the price of the brand when it is sold in the capital market, that is, the property right price (or value of the image), which greatly improves the competitive strength and profitability of the hotel. The promotion of brand value can make the intangible assets of hotels appreciate rapidly. Brand value makes the brand have another part of value besides the product value. Hotel products of the same quality and products of famous brands can get higher prices. Consumers are willing to pay higher prices than other products to buy products of well-known brands, so that enterprises can obtain greater benefits. Hotels all over the world attach great importance to enhancing the brand value of hotels and obtaining excess profits.

In the Romance of the Three Kingdoms, Zhuge Liang, a Confucian scholar, was able to "win every battle thousands of miles away" because of the correct decision of "air planning". Yes, but the most important thing is the combat effectiveness of the army. The combat effectiveness of the army determines whether the grand strategy of the military leaders can be implemented on the battlefield. On the premise of correct decision-making, the stronger the combat effectiveness, the farther the strategy can go and the more successful it will be. The execution of an enterprise is like the combat effectiveness of an army. Execution can be described as a ruler, measuring the distance between the "curtain" and the "decisive battle on the battlefield". The higher the execution, the better the strategy. The execution is not good, and the strategy is not far away; Without execution, even the best decision-making and operation are futile. The first step to improve the execution of enterprises: clear requirements and full communication. Hotel managers often lament that their plans cannot be accurately implemented, which leads to missed business opportunities and lost profits. At this time, the first step for managers is to go back and ask themselves whether the goals for subordinates are clear and whether the communication is sufficient and accurate. Lack of execution is often due to unclear goals. Many people will confuse "purpose" with "goal". The purpose refers to the effect to be achieved, and the goal is to achieve the quantitative index of the effect.

The purpose is to point out the direction and the goal is to put forward the requirements, so the goal must be clear, clear, verifiable and evaluable. Therefore, as a manager, we should not only give direction, but also mention goals, so as to ensure the consistency of goals and objectives, rather than "the sword is biased." When assigning work, you should not only tell the other party what tasks need to be completed, but also explain the constraints and acceptance criteria. The process documents should be intact, and there are clear requirements for what to advocate, what to oppose, and the reward and punishment standards, which can reduce changes and even rework, and is more conducive to improving the implementation strength and effect.

In order to ensure the effective implementation, xx Hotel has set up a quality committee for inspection, which is composed of three groups of members from different departments. Time and scope of inspection: Group A inspected the engineering post of Security Department on Thursday, Group B inspected the post of Customer Service Department on Tuesday, and Group C inspected the post of Food and Beverage Department on Wednesday. Every Friday, the leaders of the Quality Committee will jointly inspect the business premises and employee activity areas of the second-line department offices in turn. Every week, the hotel quality inspection team fills in the weekly inspection report, and formulates employee violation notice, employee reward list, rectification notice, weekly inspection report of the hotel quality inspection team, and monthly summary of employee violation deduction bonus. After issuing the rectification notice, the Quality Committee will focus on tracking the rectification departments and personnel, and urge the rectification efficiency and quality. And evaluate the quality management, the department evaluates the top two and the bottom two every month, and personally evaluates the smiling pacesetter and service pacesetter, and posts the list on the bulletin board of the hotel quality Committee.

Yue Fei has a saying that "it's wonderful to use in the heart". Learning is in the classroom, and kung fu is outside the classroom. As long as we can apply what we have learned, it will be our greatest wealth from this training. A few short days is not a long time, nor can we fully grow up. But after these days' training and study, I have fully discovered my own shortcomings in management knowledge and skills. I believe this will greatly help and enhance our own knowledge system, the maturity of management thinking, the renewal of management concept and team cohesion in the future.

A brief introduction to the learning experience of company executives (V) This year, I was fortunate enough to attend the executive training class and listen to the courses taught by several experts and scholars, which benefited a lot and improved my understanding of the importance of learning. Let me talk about some experiences of this research:

First of all, learning is the best investment.

"Jade is uncut and abrasive, and people don't learn and don't know." More than ten years of academic investment has been rewarded in more than twenty years of work experience and personal growth. In this era of ever-changing knowledge and increasing competition, it is impossible for a team and its managers to have combat effectiveness and personal appeal if they do not take the initiative to learn. After just a few days of study and communication, I have a new vision, new cognition and new thinking. This rare experience will definitely have a positive and far-reaching impact on my future study and work. In the days to come, I will strengthen my study, be diligent in thinking and be brave in practice.

Second, love is an inexhaustible motive force.

A person who loves life and career will have passion for work, and the formation of this passion can not be separated from the talent training mechanism. As experts say, "employees will only be good to enterprises if they are good to employees". As a commercial enterprise, it is necessary to establish a perfect human resource management mechanism to cultivate employees' love for the enterprise; We should attach importance to the career planning of employees and build a platform for employees to display their talents and self. If we don't pay attention to personnel training, then high-quality people will become "mediocre talents" after a long time. In recent years, we have carried out multi-post training, follow-up training and urban-rural exchanges for newly recruited graduate students and undergraduates, just to open up a channel for the rapid growth of talents and let employees taste the happiness of engaging in financial undertakings.

Third, theory is a guide to action.

Managers should use the theories they have learned to sum up the past and guide the present and the future. Find out the reasons of learning failure and improve the ability of error correction; Accumulate successful experience in learning and enhance confidence in doing a good job; Set work goals in learning and seek new ideas for development.

Fourth, practice is the purpose of learning.

"Take good care of your employees and your customers, and the market will take double care of you", which is the golden rule of enterprises. Man is the first factor of productivity. Therefore, in work practice, managers should "care about employees' lives and pay attention to working methods" so that employees can always feel the existence of the organization and the warmth of the extended family. In recent years, with the care and support of leaders, we have increased investment in infrastructure, with a brand-new look, high enthusiasm of employees and rapid development of various businesses. The business environment of "workers' home" and "customers' home" has gradually formed, and the corporate culture management concept of humanistic care has been strengthened day by day. Self-confidence comes from learning. I believe that as long as I believe that people who attach importance to learning and dare to practice, they will certainly reach the other side of the ideal.

You must think about what you have learned. According to your work practice in recent years, I'd like to make some suggestions:

First, please lead more grass-roots units. I hope the leaders can take time out of their busy schedules to go to the grassroots. Going to the countryside is a channel to understand the voice and find problems, and it is also a way to guide the grassroots and motivate employees. Going to the countryside can not only help the grassroots solve problems, but also narrow the distance between leaders and employees.

Second, executives communicate regularly. "Mass organization, flexible operation and democratic management" is the magic weapon for rural credit cooperatives to win, but our concept of employing people is still relatively old. Some trade union executives have worked in the same place for xx years or even xx years, and they stay for a long time. Where did they get their enthusiasm for work? Any new ideas? How to completely solve historical problems? This may be one of the reasons why the total assets and liabilities of rural credit cooperatives in our province do not match the total amount of xx. In fact, the regular communication between executives is to learn in different ways and practice in different environments, which is also the common practice of other commercial banks. As for the current problem of "unsatisfactory system", it can be solved by "managing cadres with X".

Third, boldly use new people. At present, the phenomenon of selecting and appointing senior executives of the association is more common. In practice, we found that the same network, the same staff and a young director, but the business can develop supernormally, which shows that employing people is very important. "A small victory depends on wisdom, and a big victory depends on virtue". As long as the candidates are outstanding young talents who want to be professionals and can be professionals, they should boldly use them and "drop talents without sticking to one pattern".

Fourth, formulate a management system. In recent years, Power Construction has done a lot of fruitful work for grass-roots cooperatives and promoted the development of the province's business. It is hoped that comrades in the science and technology department will make persistent efforts to develop a set of human resource management system covering production and non-production departments as soon as possible, provide information support for evaluating employee performance, quantify the contribution of each employee with the system, improve labor productivity and maximize the development of existing human resources.