How to use Internet thinking to open up a new mode of talent training in mobile internet age

Two sets of data can attest to the changes in Jingdong: In the past we used 60% or more of our time to serve the managers and develop their favorite courses; today, our service to our managers may take only 20% of our energy, and more time, energy and strength to our employees.

This requires us to the staff of the service must be grounded gas, or employees do not buy, our work is worthless. Jingdong currently has more than 60,000 employees, there are thousands of middle and high level, training only 800 managers to use 4 months of time, time-consuming and laborious, sometimes we still do not participate, and this formula is now to be overturned, we need to rethink: first, is it necessary to cultivate people? Second, must develop the curriculum? Third, Do you have to have class training? Four, how to make learning simple, happy?

Internet thinking is actually a tool that allows us to rethink and work with new ways of thinking. The training effect of the traditional enterprise is "tall, can't understand", and the Internet enterprise pursues "grounding gas, saying dry goods, talking". Internet thinking has spawned all sorts of simple and brutal ways, but it often hits the bottom of the user's heart.

Three kinds of thinking ability of Jing Dong training

Talking about the Internet thinking, in fact, is to solve the "three points" and "three abilities" problem. The three points of internet thinking are actually pain points, screaming points, tipping points. Pain point refers to the ability of the user to think, do you have any knowledge of the user? Screaming refers to the ability of product thinking, you can not make a screaming product, such as micro-letter is such a product, tipping point needs to have the market thinking ability, that is, your products and services can not be detonated to fans to die to follow.

So how can these three modes of thinking be applied to human resources and training? In the past, the three major competencies of training were the ability to lecture, the ability to develop courses and the ability of the class to operate. Now there are three new things, the first is the ability to operate the community, you will not let fans play; second, is the multimedia production capacity, so that you want to train the content to become audible, visual sound photoelectric integration of the products; third, is called the burst point marketing, you will not detonate a problem, such as "explosion" can be a gas, let the passenger flow up, Then let people unconsciously to spread. Now there is a word "not to take pictures before dinner, my concubine can not do." Not only to eat to call the user, the real user is not eaten, the first photos out. In the Circle 100 people think this shop is very good, next also want to go, a belt 100, this user is the real user.

If you can create this tipping point for your learning product, so that people can help you spread it, and he doesn't feel like he's working for you, it's kung Fu.

Do "useful" training

What are the characteristics of Internet training? My summary is to make products. What is a product? If this course can only be spoken by this teacher, it is not called product. Product is any one to speak, quality will not fall too much, it spreads a wider range.

And the Internet thinking, to the training brought infinite imagination space: We can use half of the cost, half the time, the effect is not reduced? For this, we have four ways: the first is useful, the second is to spend less, the third is to spend less time, the fourth is willing.

First of all, useful. The key is that your clients (students) and the customer's leadership feel useful and useless. How to judge their satisfaction, such as thank-you notes, including where to go, what to do for themselves and their department, and whether they have follow-up action plans.

We found in the internal research, the company many professional-level talent, 50% of the people's professional dream is to become a manager. But as to rely on technology to drive the future of Jingdong, need more peace of mind to do technology talents.

Asked why to become a manager, the answer is usually: "To become a manager, there is more power of speech." "Ask again: Are you willing to do the approval?" No, I just want people to listen to me. "It's too easy, that's the point of pain." So, our training can be around them to do some screaming products, in fact, two: give them a bigger stage and more opportunities to show, let the leadership and staff to know him, let him speak to someone to listen to.

We have made two products around this piece, one is called Jingdong talk, one is called Jing Dong TV. Jingdong talk is modeled on the American Speech show model, a red carpet with a stage and two display, a display countdown (a total of 18 minutes), and one to put PPT. This stage only allows professionals to come up, managers are exempt. The first time we invited a PhD programmer who was a research drone, he talked about his work, called "virtual fitting." After finishing the program, he immediately became a celebrity in the company in a very short time.

Make a screaming training product

In the design leadership training, I found that the company lacks cadres, managers have no time to take classes. How to make a product scream--it doesn't take time to achieve results? I find it useful to have a one-to-one situational test. In the past, a group of tests, many people can impostors. And this to one-on-one interview, Test, who can not escape the past "to test Daipei" training methods, indeed very challenging. And how to get people to accept this way, to detonate their enthusiasm? No one likes the exam, but we instill a point of view in training: managers are sharpened. And to pass, you are a good manager.

For nearly 50,000 of the Beijing-east blue-collar staff (nearly 20,000 distribution workers, the rest is warehousing, sorting, customer service, etc.), these front-line staff pain point in the end where?

We found four major pain points after the investigation. The first pain point is a low education, most people are high school education, loss rate is high; second, there is no air-conditioning, their working environment, learning environment is poor; the third is no time, work pressure, the fourth is no tea break, grass-roots staff see the headquarters training has a tea break, there is clothing, and their own nothing.

Accordingly, how do we make screaming products? We have a taste of the Open University model, which will enable them to become post-secondary and undergraduate degrees, have the opportunity to leapfrog the dragon, make improvements in hardware, now equip each warehouse with a classroom to improve the learning environment, and develop micro-credit products that allow them to learn to be fragmented on their mobile phones, unified standard, Headquarters and front-line staff of the same standard, daily courses equipped with 8 yuan per capita tea break.

Tipping point only to tell you two: the first product called "I and East elder brother do alumni", the Second product called "I am in Beijing East University." "I am on the Beijing-East University" is a platform of products, we and other universities and other university cooperation, opened a electrical business undergraduate and tertiary education, encourage students to learn at their own expense. I specially said in the mobilization meeting: Many people borrow money to marry, borrow money to buy a house, even borrow money to have a baby, can borrow money to read an undergraduate, let oneself carp jump longmen? Now, more than 400 employees have enrolled. And our incentive, and the school talked about the discount price, employees 2.5 after the education, will give him a reward, if the study period promoted a level, remission 1/3 tuition fee, promotion two grade remission 1/2, promotion three class whole course free. Use such products to motivate people to learn by their own motivation.

"Less money" can also be trained

Training must be a big investment? Spending less doesn't mean quality is good, but the key is that you don't believe that internal resources are more valuable than external resources. We had a knowledge-sharing event at 618 store promotions.

Activities last 1 hours, the first step: the exchange of topics between employees, forming alliances. We have a total of 35 topics, randomly distributed to you, exchanging themes with other people, looking for your own good topics, finding friends to support each other, and forming alliances of 7-8 people.

The second step, the activity began quiet creation, also called Disney turntable. Moderators write their names next to the questions, carefully fill in the first post, pass their own problem cards to colleagues on the left, read the replies from colleagues, write what they think is more valuable, and deliver the most valuable information.

Step three: Call the energy market. Everyone stood up and took their own theme, select a whiteboard paper, put your own questions and the replies have been collected to the Whiteboard paper, share their own success experience and processing methods, and each reply not less than 8, the moderator finally selected 3 best replies, paste red dot, the task is completed.

After the event, there is also a job, the editor put the red point of the answer forward, the other reference answers, which formed a solution to the key issues of the booklet. This is a very good project training for employees who don't know much about 618.

So the key logic behind spending less is to push your company's in-house experts to help you. My dream is to get these experts to work for the company during the day and work for Jingdong University at night. And they are willing to help you.

The "willing" of the psychological

We have a product called "Professional talk show". I found a good 85 post in the house and asked him to bring up a weekly show about your business trends and changes within the company around the line of business, which is interesting to talk about. Like today's crosstalk, it's almost a 10-second headache because customers are getting heavier. Therefore, he can find the editor, also can self-play, we give him a monthly course development fee. In this way, we promote the transfer of knowledge within the company more quickly.

Another example is Beijing East TV, is an internal video communication training methods. Source from the "Old Liu has to say", we will Liu Speech video, divided into 10 minutes by the theme of several fragments broadcast, the response is very good. And then I thought, could this content be created by all the staff? So try to do a project called "Racer Cool Shot". We find that many distributors do not like training, they are paid by single, and training takes time. So I encourage the distribution staff to use their leisure time, using mobile phones to record the focus of their work, their own autobiography, Through the poster mail campaign, coupled with the value of the prize incentive, through canvassing to earn popularity and onlookers vote, finally has 58 videos stand out, there are more than 5,000 votes, thousands of reviews. Finally, I asked these people what prizes, originally intended to reward the iphone three sets, the results of employees said: "Do not small, to 50 inches above the big color TV, and direct Jing-dong distribution to my hometown." "That's the tipping point."

The past training is to change a (attitude) and s (skills), but I think this logic should have a new adjustment, now focus on knowledge is more consistent with the Internet model.

Now the assumption has changed, the reserve rate of talent is far higher than 10 ago, at the same time, the knowledge of learning and transformation ability is significantly stronger than whenever, learning is a spontaneous continuation and completion of the process, a lot of knowledge will promote the self-development of everyone.

For example, a project full of blood and resurrection, it is very difficult to do. Many courses are to make people cry, Self-renewal, and then continue to torture themselves and torture others. We wondered if we could solve the real problem in two or three hours with a simple solution. Recently, I saw an article, said the fast-food era people do not need to use a very complicated way to full blood, you can taste **5 minutes to eat a raisin, smell smell, take a look, pinch, chew, feel it in your body absorption process. 5 minutes to eat a raisin, I believe, if you can experience good, in fact, to achieve the goal of travel for one months, * * * * requires us to solve the same quality problems in a shorter time. In fact, the solution to emotional stress is greater than the training content itself.

The ultimate goal of training is performance

Finally, talk about why individuals and organizations are willing to invest in training. Through the establishment of a learning ecosystem, so that the students automatically spontaneous learning, knowledge acquisition as a method, and the goal is to enhance the ability. We designed the "Jingdong grade" such a capacity-level project, with a dominant and easy to manipulate the way to identify staff growth and value. The Beijing-east grade can reflect the staff's study task, the knowledge contribution and so on. At the same time, the use of various age groups like the language of expression and publicity, to detonate the enthusiasm of employees.

Jingdong tried to build a lantern model in a way that the base is called the small E, we make it into each post, each level compulsory course platform, and the examination is included here; the Middle lantern body is a large dynamic knowledge base, including Jingdong TV, Jingdong Forum, including various departments of the knowledge base, to turn it into a shared platform Lantern hat is dug, often in Jingdong University or industry experts, based on the needs of business units, from the lantern body listed to call knowledge list, when the list of knowledge, in fact, formed a preliminary curriculum development blueprint. If there is no such material library, many curriculum development is original, with these accumulation is two times development, simpler, faster time, this becomes a collection, excavation and application of the cycle process.

More and more intelligent terminal devices are now driving the training from learning areas to performance areas more and more quickly. Training can help the performance, there is no like consultants to help it, you can do with intelligent system to do push, make people easier work, will determine the value of human resources work.

Wen/Directions Dust