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Training Manager

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HỌC VÀ VỊ THẾ CẠNH TRANH
Th.sĩ Đỗ Thanh Năm
Chủ tịch kiêm giám đốc công ty tư vấn và hỗ trợ chiến lược Win – Win
Học là đầu tư, là lợi thế cạnh tranh của mỗi doanh nhân, của mỗi doanh nghiệp. Học không chỉ đơn thuần là đến trường, đến lớp, học hỏi lẫn nhau từ chính công việc mỗi ngày, mà còn phải đẩy mạnh mô hình học tập, chia sẻ lẫn nhau trong nội bộ doanh nghiệp và giữa các doanh nghiệp với nhau. Và điều quan trọng hơn là học cách đưa chúng vào cuộc sống hằng ngày. Chỉ có óc thực tiễn, tài năng biết vận dụng linh hoạt, sáng tạo từ những điều đã học, áp dụng những kinh nghiệm đã tiếp thu vào đúng chỗ, đúng lúc, đúng thời cơ, đúng hoàn cảnh, mới giúp chúng ta chiến thắng trong cuộc chạy đua này.
Doanh nhân và nhân viên cùng học
Khi làm việc, trao đổi với một số CEO, đôi khi chúng ta nghe những câu nói đại lọai như sau: “Tôi bận lắm, tôi không có thời gian, công việc của tôi nhiều quá…”. Một lần, tôi gởi cho một người bạn (giám đốc một công ty nhỏ) giấy mời tham dự hội thảo và khuyên chân tình: “Tham gia các buổi toạ đàm, hội thảo, anh sẽ tiếp nhận nhiều cái hay đó. Trong một lần tham dự, anh chỉ tâm đắt một điều và áp dụng như thế là đủ. Nó cũng giống như việc “đập xương lấy tỉ”. Tôi nhận được câu trả lời: “Ai giải quyết công việc cho tôi để đến dự các buổi đó”. Rồi tôi tìm mọi cách kéo anh tham gia các buổi hội thảo như vậy, sau 3 lần tham dự, anh nói với tôi: “Nghe lời cậu, tôi bỏ ra 3 buổi, quả thật, tôi tiết kiệm được hàng chục buổi sau này. Đầu tư thời gian cho việc học như thế này sinh lợi đấy”.
May mắn được tiếp xúc, trao đổi, chia sẻ với CEO thành công của các công ty Việt Nam (được bình chọn bởi các tổ chức có uy tín), tôi luôn nghe được những câu nói na ná như sau: “Sáng hôm nay tới làm việc với khách hàng, tôi học được một điều rất hay. Tối kia uống cà phê, người bạn gần 2 tháng nay không gặp chia sẻ một kinh nghiệm quản lý rất quí. Ngày… tháng, đến dự một hội thảo, vị giáo sư A trình bày một vấn đề rất mới và mình đang nghiên cứu áp dụng. Và chiều nay, mình lại đi học…”.
Khi đến Việt Nam, trước câu hỏi của các phóng viên: “Tại sao ông lại bỏ học đại học”, Bill Gates đã trả lời: “Tôi không học đại học, chứ không phải bỏ học”. Cả cuộc đời của ông luôn dành cho việc học. Jack Welk từ khi đặt chân vào GE cho đến lúc về hưu, luôn theo đổi sự học… Tìm hiểu, nghiên cứu về các CEO thành công nhất của thế giới và Việt Nam, chúng ta thấy có một điểm chung: họ xem việc học như là bữa cơm hàng ngày.
Người xưa có câu: “Kính lão đắc thọ”. “Lão” theo nghĩa đen chính là người lớn tuổi, còn theo nghĩa bóng đó chính là sự khôn ngoan và kinh nghiệm. Khi chúng ta “kính lão”, theo tôi chính là chúng ta phải biết luôn tự vun đắp, trau dồi những kiến thức, kinh nghiệm từ người đi trước, từ sách vở và từ thực tiễn cuộc sống cho bản thân, có như vậy, chúng ta mới đắc được thọ, mới có được sự khôn ngoan, sự hiểu biết nhanh hơn và cao hơn rất nhiều so với sự khôn ngoan, hiểu biết mà ở tuổi đời thực của mình thu nhận được. Như vậy, “kính lão đắc thọ” đã hàm chứa lời khuyên sâu xa: “học tập suốt đời”. Học càng nhiều, càng phát hiện ra sự thiếu hiểu biết của mình.
Học không chỉ đơn thuần là đến trường, đến lớp, mà còn học từ nhiều nguồn: sách vở, báo chí, internet, tham gia hội thảo, nghe báo cáo chuyên đề, tham quan... đặc biệt là từ những người bạn, đồng nghiệp, cấp trên, cấp dưới ở bất cứ nơi đâu, vào bất cứ lúc nào, bằng mọi phương tiện nếu có thể. Bên cạnh đó, chúng ta phải đề cao việc học cách áp dụng, lôi cuốn mọi người xung quanh cùng học, biến công ty thành tổ chức học tập.
Trong 500 doanh nghiệp hàng đầu thế giới, định nghĩa nhân viên ưu tú là nhân viên có năng lực học tập cao. Chỉ có nhân viên có năng lực học tập cao mới không ngừng tạo ra giá trị cho doanh nghiệp, và là nhân viên không thể thiếu của doanh nghiệp.Tần số chữ “học” xuất hiện rất thường xuyên trong lời nói của họ, và học hình như đã trở thành bản sắc văn hoá.
Tại Microsoft, Bill Gates đã tạo ra một công ty có tính học hỏi cao. Tổng hành dinh của công ty tại Redmond, Washington được tổ chức đúng phong cách của một trường đại học, thậm chí còn đặt tên Khuôn viên đại học (Microsoft Campus).
Học và vị thế cạnh tranh
T. Woolf C. Roth đã nói: “Trong kinh doanh, vốn liếng không phải là quan trọng nhất. Kinh nghiệm cũng không phải nốt. Hai thứ đó người ta đều có thể có được không sớm thì muộn. Cái quan trọng là những ý tưởng”. Năng lực cạnh tranh chủ yếu của doanh nghiệp là sáng tạo, mà sáng tạo không thể tách rời với học tập. Sức sáng tạo có thể được nâng cao qua học tập và rèn luyện.
Sức sáng tạo của doanh nghiệp bắt đầu từ sức sáng tạo của nhân viên. Học tập tốt, để thông qua đó mà nâng cao khả năng tưởng tượng, phân tích, tổng hợp và sáng tạo. Doanh nghiệp nào lấy học tập làm nền tảng, xây dựng được bản sắc văn hóa học, doanh nghiệp đó tràn đầy sáng tạo và sức sống. Thông qua học tập, nhân viên chịu khó suy nghĩ hơn trong công việc, giỏi nắm bắt những vấn đề mới, nhanh chóng tiếp thu những tư tưởng mới và kỹ thuật mới. Như vậy đảm bảo doanh nghiệp giữ được ưu thế trong cạnh tranh khốc liệt.
Peter Drucker – cây cổ thụ về quản lý – đã nói: “Ưu thế cạnh tranh lâu dài duy nhất của doanh nghiệp chính là có được năng lực học tập nhanh hơn đối thủ cạnh tranh”. Những doanh nghiệp thành công nhất của thế kỷ 21 sẽ là những công ty xây dựng nền móng trên tổ chức mô hình học tập. Trong nền kinh tế lấy tri thức làm chủ đạo, trong các doanh nghiệp hiện đại theo mô hình tập trung tri thức, thì năng lực học tập trở thành năng lực cơ bản của doanh nghiệp, là nguồn gốc để doanh nghiệp dành ưu thế cạnh tranh.
Xerox Corporation là tập đoàn Mỹ chuyên sản xuất và kinh doanh máy photocopy in ấn tài liệu văn phòng. Tại 12 nước ở Châu Âu, một đội ngũ gồm 13.000 nhân viên được giao đảm trách việc bảo hành, bảo trì và sửa chữa mọi sự cố xảy ra cho khách hàng. Để công việc nói trên có hiệu quả cao nhất, chương trình trao đổi thông tin mang tên Eurêka được xây dựng năm 1996 và mạng nối mạng 13.000 nhân viên với nhau. Eurêka, đến đầu năm 2003, bao gồm 35.000 phương pháp sữa chữa có thể khắc phục khoảng 150.000 sự cố kỹ thuật. Các phương pháp đó đã được đưa lên mạng và hoàn chỉnh bởi chính 13.000 nhân viên nói trên. Tính trung bình kể từ ngày thành lập, mỗi tháng có 300 phương án sữa chữa được trao đổi trên mạng Eurêka. Điều đó đã tiết kiệm được cho Xerox thời gian lao động và phụ tùng linh kiện ước tính khoảng 100 triệu USD/năm. Từ 2% đến 5% số tiền tiết kiệm này được Xerox trích ra để thưởng (bằng tiền mặt hoặc hình thức đào tạo thêm) cho các nhân viên tham gia chương trình trao đổi về kỹ thuật sữa chữa nói trên.
Quay về Việt Nam, đến thăm ĐỒNG TÂM GROUP, cả 3 miền Nam, Trung, Bắc đều có phòng học khá tiện nghi. Bước vào phòng học mỗi nơi, chúng ta đều thấy câu: “muốn biết phải hỏi, muốn giỏi phải học”. Và hình như mọi nhân viên đều thuộc lòng câu này. Đến thăm DOMESCO, mỗi năm, tòan cán bộ nhân viên từ 3 miền (Bắc, Trung, Nam) tập trung về tại Đồng Tháp để học tập và chia sẻ trong nữa tháng sau khi nghỉ tết âm lịch. Tại SAMCO, mỗi tuần luôn có những buổi học hoặc chia sẻ theo từng chuyên đề theo mô hình “trường học trong doanh nghiệp”. Tại SAPUWA, bên cạnh phòng học được trang bị tiện nghi, một tủ sách với những đầu sách rất hay, giống như một thư viện nhỏ của trường đại học… Các công ty này triển khai mô hình học, chia sẻ tri thức trong nội bộ. Kết quả của công việc này là hiệu quả làm việc của cán bộ nhân viên được nâng lên, công ty dễ dàng và nhanh chóng thích nghi với những đòi hỏi luôn biến đổi của thị trường, và năng lực, tay nghề chuyên môn, tầm nhìn của họ không ngừng được nâng lên.
Theo Thời Báo Kinh Tế Sài Gòn
Số 22 -2008, ngày 22-5-2008

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