Yi Zhi Xuan Academy — Corporate Learning System

Background

Yi Zhi Xuan runs 26 stores plus a central plant, with dispersed, shift-based staff that traditional classroom training could not reach. Reporting directly to the GM, I was responsible for turning training into a system that supports annual business goals.

The approach: first design the training department itself as a learning organization, then give every person’s learning a traceable record.

A slide, "HR Training Dept. as a learning organization", mapping its five facets to Peter Senge's Fifth Discipline: shared vision, systems thinking, mental models, team learning, personal mastery — The department as a learning organization · five facets × the Fifth Discipline

A slide for the "academy passport" — a learning passport styled like an old travel document that records every course a colleague has taken and feeds into annual review and promotion — The academy "passport" · a learning record that feeds review and promotion

What I did

Set each academy track’s curriculum from the company’s annual business objectives, using needs-assessment forms to size demand.
Introduced live online classes so all 26 stores could train at the same time, lifting store-staff participation to 96%.
Rebuilt onboarding as a game: a map-and-checkpoint format with departments hosting stations, embedding culture, principles and the self-discipline code — closing new hires’ knowledge gaps about each department.
Served as in-house instructor and trained seed instructors, delivering 89 participant-sessions across 26 business units in a year.
Re-mapped recruiting channels across the 26 stores and central plant, lifting average monthly applications by 62%; attended 9 job fairs in a year (avg. 5 hires each), opened campus recruiting and internships at 6 universities (16 interns, up 4.2x year over year), and ran a one-month volume hire of 31 part-timers (26 accepted) to support peak-season output.
Built and maintained the external employer brand on LinkedIn, leading “Happy Enterprise” and “Service Angel” award campaigns.

Those external campaigns also brought back real recognition — accepting that year’s Happy Enterprise Award on the company’s behalf:

At the ceremony, Leo Lee in a dark suit holds a gold star trophy, beside a lit sign reading "Happy Enterprise Award 2021" — Accepting the 2021 Happy Enterprise Award for the company

Project: residential-community sales development

Wired training straight into business development: designed a residential-community sales-development course (theory + hands-on) and personally led 26 store managers into communities to demonstrate how to develop the local customer base. Afterward, community management committees’ inquiries about partnership opportunities rose 52%+ — the first time I proved that training can directly grow revenue.

Outcome

60 sessions a year, 100+ hours, 300+ participant-sessions; six onboarding cohorts at 95%+ satisfaction; paired with an employee-experience program, annual attrition fell 6.09%.

Class photos from across the program — store-service practice, service-recovery, and the next-gen management track:

Store-service practice course, closing photo: trainees hold Yi Zhi Xuan gift boxes and product posters, an academy course slide on the screen behind — Store-service practice course · closing photo

Service-recovery course, closing photo: Leo Lee and a dozen-plus trainees strike a finger-point pose, culture and self-discipline posters behind — Service-recovery course · closing photo

Next-gen management training, group photo: Leo Lee with six trainees in front of a wall of store photographs — Next-gen management training · group photo