Research On The Current Situation,Problems And Proposals Of SME Employees’ Workplace Learning

In the 21st century, China entered the stage of marketization, internationalization, diversification and knowledge-based economy. In the "knowledge economy", the economic development rely more on scientific and technological progress and knowledge inputs which become the most important element of production. Learning organization then becomes a new mode of organization structure. In enterprises, the knowledge people owned can increase the value of products and services and learning ability thus becomes important competence for employees to adapt to economic and social development. Therefore, research of small and medium-sized enterprise employees’workplace learning is beneficial for both individuals and organizations. For employees, it can improve the ability of lifelong learning and promote the development of the career. For enterprises, it is better for human resource development and management and eventually transforms human resources into economic interests.This paper surveys the workplace learning of small and medium-sized enterprise employees from six dimensions of learning time, learning content, learning methods, learning motivation, organizational learning atmosphere and learning results, and then found the following questions: the time of employees’self-arrangement learning is less and the motivation is more external and physical, which both show the poor consciousness of self-regulated learning. On learning content, the employees acquire more knowledge, skills, and problem-solving ability which belongs to maintenance or survivability study than creative thinking. Daily work experience, contact with different people and information collection is main learning method for employees; however knowledge sharing, cooperative learning as important ways of the workplace learning are ignored. Mobile devices such as mobile phone is mainly used to chat, communication, surf in workplace and not be fully utilized for the modernization of the workplace learning tool. In addition, small and medium-sized enterprises provide poor learning opportunities and training for staff. Thus activities of employees’workplace learning stay on an individual level and not rise to team level or organization level. Based on the problems above, the research summarized the reasons through further interview investigation from three aspects as follows:the organizational factors such as management, structure and culture, the work factors such as job content and work conditions, the individual factors such as cognition, needs and willpower.Finally, this study offered proposals for small and medium-sized enterprise employees’ workplace learning. From the perspective of individuals, employees firstly should make career planning and understand the gap between career goals and the current level of competence. Secondly, the awareness of self-directed learning should be raised and the capabilities of mobile learning which take mobile phone and internet as tools should be improved. Thirdly, use time management strategies effectively such as Quadrant Time management and GTD management to plan workplace learning time. Finally, establish learning network centered-on job from individual level to team level and organization level and integrate workplace learning into work. From the perspective of the organization, firstly managers should change the cognition of human resource management concept and establish suitable training system for small and medium-sized enterprise. Secondly, strengthen the construction of learning network platform and teamwork to promote the knowledge sharing and collaboration among employees. Thirdly, motivate employees to learn using the motivation theory such as equity theory, expectancy theory and two-factor theory. Finally, create a relaxed, lively culture and learning atmosphere; actively promote the transformation of small and medium-sized enterprises to the learning organization.