The document discusses course design for business impact at Thailand Cyber University. It covers several models for organizational performance and learning, including the Organization Effectiveness Model, the 6Ds model for turning learning into business results, and the STAR model for organizational structure, strategy, people, and processes. It also discusses components of effective learning, how adults learn, Dale's Cone of Learning model, measuring learning impact, emerging trends in learning and development, and characteristics of today's learners. The overall goal is to design courses that have a measurable business impact and result in improved organizational performance.

1. tas.chantree@siamcitycement.com
Course Design for Business Impact
for Thailand Cyber University Project
March 6,2017

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Source : adapted from “Organization Effectiveness Model”, Talent Management Handbook, Lance et.al, 2011
Structure
Vision
Value
Stakeholder
Experience
Force
of
Change
Leadership
Process
Organizational
Performance
It is all about performance – not training objective
Strategy
Competent
& Engaged
Employee

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6Ds that turn learning into business result
Source : adapted from The Six Disciplines of Breakthrough Learning, Andrew Mck Jefferson et.al, 2015
Define Design Deliver
Drive
Document
Investment
PerformancePayoff
ROI
Break even
WHY
HOW
WHAT
Adapted from
Golden Circle, Simon Sinek, 2009
What is the best course of action to get there?
How are we going to achieve this?
Why this & Why now?
GR
BM
Goal- what business needs will be met?
Behaviors – what people do differently?
Measures- what or who could confirm the change?
Results – what the success look like?
Deploy
Go back to
Define or
Design or
Deliver

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STAR model – the hardware of organization
Source : The STAR model, Jay R. Galbraith, 1995
Structure
ProcessReward
People
Strategy
Different strategies = Different organization
There is no one-size-fits-all organization design that
companies regardless of their particular strategy
needs- should subscribe to.
Organization is more than structure
Most design effort invest far too much time drawing
organization structure which is only one facet of
organization design and far too little on process and
reward.
Alignment = Effectiveness
An alignment of all policies will communicate a clear
and consistent message to the employee
STAR model consists of five components that leader can
control and that will affect employee behavior.
The manager can influence performance and culture, but
only acting through the design policies that affect behavior

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Component of Effective Learning
Source : Seven Trends in Corporate Training and Development, Ibraiz Tarique, 2014
Environment
ProcessOutcome
e.g. physical or virtual setting, workplace, instructor,
colleagues, social environment etc.
Cognitivism - Instructional content
Behaviorism – Expert
Constructivism - Learner
Experience
Exposure
Knowledge
Business Outcome
Individual Performance

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How adult learn
Adults are eager to learn when they need new information
to cope effectively with real-life situations
Readiness to Learn
Adults are actively involved in decisions that affect themselves
Self Directing
Adults have a rich source of prior experiences that provide
an important source of learning
Learner Experience
learning experience should be structured around situations
Orientation to Learning
Adults response better to internal motivator than external
motivator
Motivation
Adults must recognize the necessity of learning something
prior to starting the learning
Need to Know
Source, The Modern Practice of Adult Education ; Andragogy vs. Pedagogy , Malcolm Knowles,

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Experience and Learning
Participating
Source : Dale’s Cone of Learning
Verbal & Visual Receiving Doing
People Tend to Recall
Read
From reading
Hear
From hearing words
See & Hear
From looking
Say
From participating
Say & Do
From skill-rehearsing,
10%
20% 30% 70% 90%

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Insight
do people know what they
need to develop?
Motivation
are people willing to
invest time and effort
it takes to develop?
Development pipeline
Source, adapted from Development Pipeline, Personnel Decisions International (PDI), 2007
Capability
do people have the skills,
knowledge and experience
they need to be successful
Opportunity
do people have the
opportunities to apply
capabilities they are
developing at work
Accountability
do people given the
role that fit the new
the new capability

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Measuring impact
Satisfaction
Learning
Impact
Results
ROI
Confirm outcome
Create a plan
Collect & analyze
Report &
recommend
Implement action
Company
Practices
Total
Reward
Quality
of Life
Growth
Opportunity
PeopleWORKWork
What to measure Step to measure
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Social media is
used to create
learning
communities
Today’s Learner
Source : Seven Trends in Corporate Training and Development, Ibraiz Tarique, 2014
Knowledge is currency,
everywhere available,
anytime and as integral
part of personal and
professional success
Knowledge can be
obsoleted rapidly and need
to be updated continuously
Learning and work are
blended where continuous,
informal and social learning
are required for success
Learning is learner-centric
and self-directed. The
learners is provided with
access to content
Learn what is relevant
and needed, Filter out
what is not needed
Learn from multiple
sources at the same time
such as learning on your
own and from technology
Memorization is no longer
necessary. What is now
important is knowing how to
access and filter knowledge.
Visual learning is the preferred
mode of learning and learning
from images/graphics is a
necessary skills.
Learning Characteristics
Learning Environment
Use variety of
method, no one
approach fit all
Informal learning
is an important
source of learning
Mobil learning
devises are used
to deliver content
Learning ToolsLearning Tools

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Emerging trends in learning & development practices
Source : Seven Trends in Corporate Training and Development, Ibraiz Tarique, 2014
Technology-based learning
Informal Learning
Customized learning and learner control
Continuous learning
Learning through teamwork
Development and learning agility
The new experts
Learning occurs through use of technology to connect with
instructional content, instructors and other learners
Employee are expected to learn on their own to complement
formalized learning that occurs at work. - BYOL
Learning that is tailored to the unique characteristics
of the learners.
Process in which an individual participants to acquire new
knowledge at work and outside of work on an ongoing basis
Collaboration is the name of the game- individual have to
learn how to successfully work in team and learn from others
Training focus on change in competencies for current job
where as development focus on competencies needed in
short and long term.-- both are needed.
Expert is domain specific competencies of which company
will require to survive in highly competitive environment.
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12. tasporn.chantree@siamcitycement.com
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