To continuously enhance the effectiveness of training, BGS has recently made every effort to implement cost reduction and efficiency enhancement in external training by rigorously selecting and controlling the annual external training plan and budget, as well as by ensuring the effective application of outcomes from external training programs.

We ensure that the external training plan and budget management are well executed, making sure every penny is spent wisely and effectively. Each year, from the end of the year to the beginning of the next, BGS, in alignment with strategic development goals, customer needs, employees’ career plans, and operational requirements, adopts a practical and efficient demand-oriented approach. Through rigorous and meticulous selection processes and detailed discussions with relevant departments, we finalize the company’s external training program and budget for the following year. Fully recognizing that, in the new era, an information-based enterprise seeking high-quality future development must rely heavily on employees’ intellectual capabilities, creativity, and professionalism, BGS has gradually increased both its investment in and control over external training for company employees.

To better translate training outcomes into practical results and align them with the company’s actual needs, BGS has enhanced the relevance between learning content and job roles, thereby broadening the scope of beneficiaries. As investment in external training continues to rise, BGS has been steadily strengthening its emphasis on and control over the translation of external training outcomes. First, BGS requires participants in external training courses to submit summaries of their learning experiences. This practice helps participants review, reflect upon, distill, and relearn the course content, enabling them to deepen their understanding, consolidate their knowledge, and fully grasp the skills they’ve acquired. Second, BGS asks participants to transform what they’ve learned into teaching materials—including PPTs, textbooks, and other resources—effectively shifting their role from learner to trainer. This approach encourages participants to engage in deep thinking, conduct thorough research, identify problems, and develop solutions, thus ensuring a more profound mastery of the knowledge and skills they’ve gained. Third, BGS requires participants to share their newly acquired knowledge and skills with other relevant colleagues, providing guidance, instruction, and clarification to these colleagues. In doing so, more employees can promptly learn and master the latest theoretical knowledge and practical skills, truly converting acquired knowledge into productive assets and enhancing the company’s core competitiveness as well as production efficiency and effectiveness.

Recently, BGS will showcase the results of its external training programs by sharing summaries of key takeaways on the intranet and through other channels. This initiative aims to enable both the company and its employees to gain valuable insights from their learning, put what they’ve learned into practice, enhance their wisdom through study, and boost their productivity through continuous learning. By fostering a strong learning culture within the company, BGS is laying a solid foundation and building a robust cornerstone for its high-quality development.