行动学习在腾讯（Action learning at Tencent）.docVIP

行动学习在腾讯（Action learning at Tencent） Action learning, as an effective way to solve problems and train talents, has been popular all over the world since professor Ravens put forward in the 40s of last century. In recent years, many domestic institutions and enterprises have become more and more interested in action learning. Since 2006, Tencent college has also attempted to learn and use this method. Here, we summarize some methods and experience in implementing action learning, in order to provide dinner for everyone. Types of action In our view, according to the purpose of implementation, there are two types of action learning: one is action learning based on performance and problem solving, and the other is action learning based on talent development. The difference can be seen from the following four aspects: 1. achieve different results. The results of the former general is to solve some practical problems existing in the work and business, such as performance, efficiency and quality improvement, cost reduction; the latter is more reflected in the ability of personnel training and promotion. 2. cycles differ in length. The cycle of the former is usually longer, and it is often only when the effects of the measures taken in the learning activities are really displayed. The latter cycle is shorter, and the common 6-9 months is a learning cycle. 3. different participants. The former is composed of personnel involved in the basic solution and to the related personnel involved; the latter is determined based on the personnel training plan, often from different departments, branches or different functions of the mixture. 4., different standards. The former is mainly on performance or whether to raise the problem to be solved; and in addition to the actual results of the project, the focus is more on the participants through the project, to enhance the ability of learning, the purpose is to see. The practice learning at the Tencent Institute is basically the latter, wi