Producer Lan Xixi

"Technology and talents are the only organizational factors that enterprises can control." In the third enterprise learning festival held by Yunxuetang at the end of September, Zu Teng, CEO of Yunxuetang, clearly pointed out in his speech: How can enterprises grasp "certainty" in uncertain times?

Zuteng said that in the next decade, the external environment will have a very serious impact on the growth of enterprises. The world will coexist in the cycle of black swan and gray rhinoceros for a long time. If the organization of the enterprise does not match the strategy and external environment, it will lead to disastrous consequences.

In this context, enterprise training is no longer just icing on the cake, it will determine the life and death and development of enterprises. At the same time, the traditional enterprise training mode has failed.

Exploring new training modes and mastering their own skills and talents are the starting points for enterprises to grasp the certainty in the post-epidemic era. At the same time, Yunxuetang is promoting the scene revolution of enterprise training, making it enter the 3.0 era, thus solving the development problems faced by enterprises in the post-epidemic era.

The value of the new enterprise training mode was highlighted in the third enterprise learning festival: more than 3000 registered enterprises. Considering the epidemic situation and other factors, Yunxuetang only screened more than 1 1,000 enterprises, but it is already a special time node, and there are only a handful of high-standard conferences in the industry.

After the Learning Festival was successfully held, I had a talk with Zuteng. During the dialogue, he added a point of view at that time: "The external environment is very difficult, but it is a problem faced by all enterprises, and it is fair. The problem that enterprises have to solve is: how to run faster than others. "

The impact of this epidemic on business society is unprecedented. We have seen some P2P companies accelerate their delisting during the epidemic. In addition to some special industry background factors, it is also an important reason that they cannot be exhibited offline because of the epidemic.

It has become a kind of knowledge that enterprises must be fully online and digital as soon as possible. For example, the stores of offline clothing retail brands can't continue to operate, and they will immediately transform into live broadcast sales for all employees. Even the chairman and CEO themselves broadcast live. How to say that the live broadcast effect of these leaders at least shows the attitude of embracing digitalization.

The action power of an organization is the foundation of whether an enterprise can quickly rescue emergencies digitally. From my personal observation, companies that can successfully fight the epidemic, quickly adjust their business models during the epidemic, and ensure the supply chain and cash flow have certain organizational capabilities:

First of all, the CEO sets an example, quickly clarifies everyone's deployment and quickly solves problems.

Secondly, facing the future, accelerate the construction of digital and agile intelligent organizations, match the digital strategy of enterprises, and deal with external uncertainties.

Zu Teng believes that the problems encountered by enterprises in the epidemic are actually not new problems, but problems of epidemic amplification or hidden dangers under the epidemic. In the past, many enterprises have been looking for the second growth curve, but they ignored that organization is the second growth curve hidden by enterprises.

Zuteng shared the case of Microsoft on many occasions. He mentioned that Microsoft has three eras: the first era is the era of Bill Gates, and Microsoft is a typical engineer culture organization. The second era was 2000-20 14, when Microsoft fell behind from the mobile internet. The reason for backwardness is not money and technology, but that the underlying thinking and business methodology of organizations based on the formation of software genes are difficult to adapt to the rapid development of the Internet.

In today's Nadella era, Microsoft's organizational form and efficiency are more and more like Google and Facebook, more and more like a typical Silicon Valley company, and it has returned to its peak.

In fact, the change has already happened. Today, people like to talk about the "scene revolution", which is essentially due to the commercial innovation driven by scientific and technological progress, so that the commercial society, from industrial structure and industrial chain to the trading and service scenes of enterprises, is being reconstructed, and people's abilities and models are also changing.

The difficulty of this process is that people have comfort zones.

Zhang Sihong, chief knowledge officer of Yunxuetang and former vice president of Amazon China, shared an interesting point at the corporate learning festival: whether corporate culture can be implemented is not very penetrating, and the best reference group is new employees, because old employees have vested interests in the enterprise for many years. "At this time, if someone asks, they will recognize the great culture of the enterprise and hold their noses and say yes. But in fact, I don't recognize it at all. "

This phenomenon will lead to such a scene in the development of enterprises: the decision-makers think that they have seen the end of the industry, the strategy has been thought clearly, and the resource layout is no problem. However, the middle and senior management don't understand, and feel that the boss is unconstrained and his ideas can't land.

Therefore, Zu Teng proposed that enterprise training is a systematic project, which first aligns with the grass-roots thinking of enterprises, and then extends to business methodology and enterprise strategy and tactics to promote overall reconstruction. Therefore, enterprise training itself needs to evolve. Zuteng divided enterprise training into three eras:

In the era of 1.0, weight measurement was aimed at training managers, and the typical scene was offline teaching.

The 2.0 era is specialized training, which is aimed at all employees' ability training. At this time, the organization began to have requirements for training efficiency and effectiveness, and also built certain digital training facilities.

The era of 3.0 is scene-based training, which refers to the training effect, evaluation and measurement standards in the process of enterprise strategy landing, business transformation, business innovation and business upgrade, aiming at improving the ability of key positions in different business scenarios, making training plans, selecting knowledge content, designing learning projects, planning learning paths, and directly exerting strength on business.

In short, training should be combined with management to directly enhance business ability. This puts forward higher requirements for training executives. For example, HR department should pay attention to the requirements of training itself, external environment and enterprise strategy for talents, and should be closely linked with business departments; The training platform should truly integrate content and software, and have the ability to tailor digital training programs for enterprises on the premise of scale.

A typical automobile industry sales scenario can explain what scenario-driven enterprise training 3.0 is and what the training platform needs.

In traditional training, the production R&D team usually makes a car manual, and then gives a set of training to the sales in combination with the sales policy of the enterprise, so that the car can basically be sold. If we go further, we can use digital means to make the performance, control, software (car department) and after-sales service advantages of the car into micro-courses, and then train the sales system, and the effect will be much better.

The change of scene puts forward new requirements for sales training.

Today, there is no distinction between online and offline marketing. With the explosion of consumers' information and the uncertainty of decision-making, how to make use of the short arrival time to keep close contact with consumers and influence their decision-making has become a new ability.

At this time, enterprises should also actively carry out training innovation. For example, if an enterprise can promote the sales champion in various cities, let the sales champion interpret how to sell a car from his perspective and summarize it into an experience course, then it is equivalent to copying the excellent practical experience and ability in the team and empowering other team members.

The mission of Yunxuetang is to provide solutions to related problems for enterprises. Although the whole training system is very complicated, after communicating with Zuteng, I think the methodology of Yunxuetang can be divided into three levels:

1. objective: continue the strategy and continue the performance.

When doing enterprise training, the training department, business department and learners of the enterprise are all included in the crowd of effect evaluation, and the three groups of people correspond to different training objectives and effects. For example, for learners, we should pay attention to the visualization of their ability and growth in the post.

However, there is usually a gap between the ideal and reality of the goal. For example, the car sales system is more complicated. In addition to technical problems, the game relationship between manufacturers and sales systems may be a difficult point for enterprise training to achieve results. Therefore, Zuteng believes that the goal of enterprise training should be to keep up with grassroots thinking internally, but enterprises must also solve the problem of production relations, otherwise any reform measures may not be implemented.

2. Content: Create with customers.

From the service experience of Yunxuetang, 60% of the knowledge in enterprise training is produced by the enterprise itself, and the remaining 40% is provided externally.

For the former, Yunxuetang helps enterprises to produce knowledge through some means or tools, such as job modeling, learning atlas, knowledge extraction, action learning, summary and improvement.

For the latter, Yunxuetang has a large number of corporate customers, distributed in more than 30 sub-sectors, almost all of which are head enterprises. Yunxuetang abstracts the practices of these excellent enterprises, extracts * * * logic, refines it into universal knowledge, and then empowers them with different scenarios and products of different enterprises to help enterprises make extensive breakthroughs in knowledge.

3. Tools: Software is the foundation and intelligence is the trend.

Yunxuetang was positioned as a SaaS service provider of enterprise universities when it started its business. It leads the industry in the technical ability of software development, and now it is transforming the latest AI technical achievements into enterprise training.

In 2020, Yunxuetang released AI intelligent coach, which can quickly extract the job skills of key positions. The training scene is highly restored, and the effect can be evaluated and tracked. This tool is applied to automobile sales, and can quickly copy the words of the sales champion into the sales system. It is a very effective tool for expansion, brain drain and increasing enterprise sales. Seeing at the Enterprise Learning Festival, the experience area of this product is very popular.

Based on such thinking and methodology, Zuteng defined Yunxuetang as an enterprise learning platform with "high-dimensional thinking and low-dimensional action".

The so-called "high-dimensional thinking" means that in the top-level design, Yunxuetang looks at industries and enterprises outside the training itself: first, understand how to help enterprises develop in the future market competition, and then find a model combining technology and training to multiply the effect.

The so-called "low-dimensional movements" are down-to-earth at the specific implementation level and implemented in every detail of training. For example, Yunxuetang cut into enterprise training, actually starting from the 2.0 era of enterprise training. At that time, Yunxuetang focused on saas services and solved the problem of training all employees. In this process, Yunxuetang gradually established and accumulated its own data insight, industry common sense and high-end talent advantages.

Subsequently, starting from 20 19, Yunxuetang began to build a content system. Up to now, Yunxuetang has a curriculum R&D team of more than 100 people, and is fully capable of independently developing teaching content. Based on the technical ability accumulated for many years, it has solved the problem of "two layers of software content" that has plagued the industry for many years, thus having the ability to promote the "scene revolution" of enterprise training and enter the 3.0 era.

In the future, Zuteng said that enterprises will deeply cultivate the application of AI in enterprise training, and in addition to continuing to improve training efficiency, they will truly achieve thousands of people.

In the future, enterprise training has a huge development space.

The first is policy encouragement.

At the Enterprise Learning Festival, Li of the Chinese Academy of Labor and Social Security mentioned that after the outbreak of the COVID-19 epidemic, the Ministry of Finance and the Ministry of Finance jointly issued relevant notices to strongly encourage the implementation of the vocational skills training plan in internet plus and vigorously promote the upgrading of vocational skills.

In 20021year, China will improve the new mode of vocational skills training management service in internet plus, build a work pattern with sufficient online training resources, online and offline integration, strong government support and orderly supervision, further expand the scale of online training and improve the online training effect.

Secondly, enterprises have urgent needs.

Zu Teng noticed that after 20 19, especially during the epidemic, there was an obvious change in the human resources market of enterprises: the recruitment budget decreased and the training budget increased.

This is because: on the one hand, in the face of the operating pressure brought by the epidemic, enterprises urgently need to increase revenue and reduce expenditure; On the other hand, enterprises need to quickly resume production and return to work, and at the same time carry out digital transformation. It is urgent to "align the grassroots" within the organization and keep close to the external environment.

The popularity of enterprise learning festival is the epitome of the above phenomenon.

Compared with the first corporate learning festival, this year's third corporate learning festival not only doubled the number of people (about 700 companies were present at the first session), but also increased the number of participants. The proportion of corporate university presidents, training managers and business department heads is increasing, which shows that everyone attaches importance to corporate training. "After the Corporate Learning Festival, our employees stayed at the venue for nearly four hours, accompanying the participating companies to experience products and answer questions." Zuteng recalled.

For Yunxuetang, through the combination of educational technology and big data, it can provide customers with just-needed scenes such as personnel training and business empowerment that penetrate the industry changes, and help customers build an integrated solution of "software content service" that "connects strategy and performance", thus connecting the past and future of the enterprise.

For example, for some practitioners in the pharmaceutical industry, the post ability challenge is very great: how do millions of sales representatives survive after the new medical reform (such as the outflow of prescription drugs from hospitals)? How do pharmaceutical companies adapt to the new marketing environment and marketing system? We need an enterprise training platform like Yunxuetang to support enterprises and sales representatives to survive and develop in the new environment based on software, content and services.

Zuteng is full of confidence in the future of Yunxuetang and Enterprise Training 3.0: "In this year's Enterprise Learning Festival, we showed more products and tools such as enterprise working models. The next goal is to demonstrate the verification and realization of learning effect and business effect for the business community. Next year's Corporate Learning Festival, we will definitely see more excellent cases! "