Please use this identifier to cite or link to this item:
Embeddedness and Development of Organizational Learning System：A Case Study of Financial Enterprise Training System
As the pace of innovation in financial services continues to evolve, fintech will gradually replace the traditional financial service model. The traditional financial industry is now facing the same issue of transformation as other industries. The transformation of the financial industry needs a comprehensive renovation from thinking to practice to meet the new financial trends and the challenges of emerging fintech companies. This study examines that under the condition of a large and complicated internal organizational structure and staffing, as well as complex external regulations and fierce competition, whether the case company can establish a systematic training system and operate as an ecosystem or to form an effective learning system, so the employees can truly empower to respond to the future business model and meet the challenges of fintech, this case will discuss with the concept of embeddedness, discuss the link between organizational learning and embeddedness , fit, sacrifice the connection between the three. The case company is one of the large private financial institutions in Taiwan, and it is very representative of Taiwan ’s local financial industry. Therefore, this study applies the literature analysis method and the case analysis method to summarize the training system construction method and the critical factors for the training to operate on its own by conducting training interviews to department heads from business, administration and strategy divisions. The results of this study found that the representative department heads of various grades believe that fintech will subvert the business model of the traditional financial industry. For that reason, personnel transformation is an urgent task. The business system needs more timely and systematic training to face the changing financial markets and optimize the customer experience. Besides, in order to cope with the rising demand for learning it is necessary to make good use of internal and external digital learning resources to reduce the tangible and intangible cost of training and improve learning effectiveness. Finally, the establishment of an internal lecturer echelon contributes positively to the organization of embeddedness. At the three levels of link, fit, and sacrifice, it can promote the unity of the organization and the establishment of a learning atmosphere. This study confirms that the training of the financial industry must learn from the organization. Implementation of education and training, and the implementation of employee training with the three concepts of link, fit, and sacrifice in organizational embeddedness theory, not only can receive more results with less effort, but also can promote organizational unity. Additionally, the corporate culture can be formed in the invisible and build a learning ecosystem to implement the learning ability of the organization.
|Appears in Collections:||學位論文|
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.