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解码能源企业劳动力技能提升的公司DNA
MARCH 28, 2019
2019年3月28日
RESEARCH REPORT
研究报告
In brief
简言之
Many oil companies start to understand that leveraging workforce data could unlock greater employee potential and greater returns for their business.
许多石油公司开始认识到，利用劳动力数据可以为其业务挖掘更大的员工潜力和回报。
Our report "Decoding Organizational DNA," reveals, however, that most oil companies are not yet effectively leveraging workplace data.
然而，我们的报告“解码组织DNA”揭示，大多数石油公司还没有有效利用工作场所数据。
Responsible leadership is key to build trust with employees and show that leadership can be trusted to securely collect and use their data.
负责任的领导能力是与员工建立信任的关键，并表明可以信任领导能力来安全地收集和使用他们的数据。
Today, the average company’s workforce is not able to continuously refresh the knowledge and skill levels needed to capitalize on new business opportunities. This situation threatens to worsen over time. Here’s a different approach: machine learning and artificial intelligence solutions can proactively offer the workforce an entirely new, future-oriented learning experience across devices and channels—one that is customized, personalized, dynamic and predictive.
如今，普通公司的员工无法不断更新利用新的商业机会所需的知识和技能水平。随着时间的推移，这种情况有可能恶化。这里有一种不同的方法：机器学习和人工智能解决方案可以在设备和渠道上主动为员工提供全新的、面向未来的学习体验，这种体验是定制的、个性化的、动态的和可预测的。
Being bold with “new skilling” bets
大胆“新技能”下注
Business leaders know that thriving in the digital age requires them to take on the disruptive forces changing their industry—with speed, confidence and bold new bets. Nothing less than a similarly bold approach to “new skilling” will prepare the workforce to support continuous innovation and growth. New skilling programs should be driven by innovation, aligned with dynamic business objectives and designed to improve business performance.
商界领袖们知道，在数字时代的蓬勃发展，要求他们以速度、信心和大胆的新赌注，承担改变行业的颠覆性力量。同样大胆的“新技能”将使员工做好准备，支持持续创新和增长。新的技能培训计划应以创新为动力，与动态的业务目标保持一致，旨在提高业务绩效。
By adopting a zero-based mindset, leading companies can take a clean-sheet approach to redesigning the learning organization with clear objectives in mind—for example, reducing time to implementation and improving speed to competency. Resources can be shifted from initiatives that aren’t contributing to desired business outcomes, to ones that will.
通过采用零基础的思维方式，领先的公司可以采取一种无纸化的方法，重新设计学习型组织，并考虑到明确的目标，例如，缩短实施时间，提高能力的速度。资源可以从没有对期望的业务结果做出贡献的计划转移到将要做出贡献的计划。
Delivering personalized learning
提供个性化学习
解码能源企业劳动力技能提升的公司DNA.zip
(6.06 MB, 需要: 10 个论坛币)
本附件包括：- Accenture-WF-Decoding-Organizational-DNA-Infographic.pdf
- Accenture-WF-Decoding-Organizational-DNA.pdf
- Accenture-WF-Decoding-Organizational-DNA-Exec-Summ.pdf
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