This document outlines the learning and development strategy of a company with 6 full time staff and 15+ external facilitators that provides training to 50+ operating companies. It launches around 100 courses per year that are 90% delivered through eLearning and covers a range of topics from foundation courses to professional development, leadership, finance, quality and innovation courses with the goal of transmitting the company's core values and spirit.
Egyii is a learning and development consultancy that helps your business achieve better results by strengthening your people’s relationship skills.
Specializing in:
•Building and fostering client relationships
•Enhancing the customer experience
•Building and rebuilding trust
•Maximising sales performance and skills
This document discusses AIESEC leadership experiences and their impact on people. It notes that AIESEC develops action-oriented youth leaders in Malaysia and that their talent retention rate is 91%. Charts show progress towards application matching goals and improvements are needed in entity partnerships. Customer metrics from December 23rd include 3503 new leads, 743 applications, and a 21% conversion rate. Local committees achieving goals are recognized for their work. The remaining time is focused on strengthening exchanges at various universities and ensuring groups conduct SWOT analyses of last term's achievements and goals.
DBL is a company that develops professional skills training for graduates over 12 months rather than just 5 days of training. They advocate for a "flipped" model of ongoing development periods on the job supported by workshops. They also emphasize engaging graduates and their managers to take responsibility for skills development and support it respectively.
This document provides an overview of Quality Matters (QM), which is a continuous improvement model for ensuring quality in online courses through a faculty review process. It discusses how QM standards are based on research and focus on student learning. The QM peer review process involves faculty reviewing a course using a rubric to provide feedback on how to improve the course. The goals of QM are to benefit students through improved online courses, faculty through professional development and course improvement, and institutions through strengthened accreditation.
The Drum, Agency Acceleration Day -'Olympic-sized talent pool' - Diogo FreireTheDrum
The document discusses finding the right balance of skills and experience levels within a company. It suggests creating a skills matrix to map junior, middle, and senior staff against revenue per head and the ratio of "chiefs to indians." Different combinations in the matrix can lead to high or low profitability. The ideal is a "sweet spot" that allows for creativity and expertise while maintaining efficiency. The conclusion advises companies to define their identity, align their skills mix accordingly, and embrace growth and change.
Alpha Sirius is a consulting firm founded in 1998 that specializes in SAP implementation, project management, and training services. They help clients optimize their SAP investments and reduce support calls. Alpha Sirius delivers end-to-end solutions and consulting services using tools like Solution Manager. They also provide organizational change management, training programs, and a resource library to clients.
CA|CS|CMA VIDEO CLASSES - Buyonlineclasses.comJayaBohra1
We are a team of professionals who provide video study tutorials and classes for certifications like CA, CS, CMA, CIMA, CPA, ACCA, and CFA without an internet connection using practical teaching techniques. Our faculty includes renowned experts and we use a blended learning approach combining online and virtual live classes with projects and teaching assistants. We guarantee the best prices along with secure transactions, prompt delivery, and excellent after-sales support.
Egyii is a learning and development consultancy that helps your business achieve better results by strengthening your people’s relationship skills.
Specializing in:
•Building and fostering client relationships
•Enhancing the customer experience
•Building and rebuilding trust
•Maximising sales performance and skills
This document discusses AIESEC leadership experiences and their impact on people. It notes that AIESEC develops action-oriented youth leaders in Malaysia and that their talent retention rate is 91%. Charts show progress towards application matching goals and improvements are needed in entity partnerships. Customer metrics from December 23rd include 3503 new leads, 743 applications, and a 21% conversion rate. Local committees achieving goals are recognized for their work. The remaining time is focused on strengthening exchanges at various universities and ensuring groups conduct SWOT analyses of last term's achievements and goals.
DBL is a company that develops professional skills training for graduates over 12 months rather than just 5 days of training. They advocate for a "flipped" model of ongoing development periods on the job supported by workshops. They also emphasize engaging graduates and their managers to take responsibility for skills development and support it respectively.
This document provides an overview of Quality Matters (QM), which is a continuous improvement model for ensuring quality in online courses through a faculty review process. It discusses how QM standards are based on research and focus on student learning. The QM peer review process involves faculty reviewing a course using a rubric to provide feedback on how to improve the course. The goals of QM are to benefit students through improved online courses, faculty through professional development and course improvement, and institutions through strengthened accreditation.
The Drum, Agency Acceleration Day -'Olympic-sized talent pool' - Diogo FreireTheDrum
The document discusses finding the right balance of skills and experience levels within a company. It suggests creating a skills matrix to map junior, middle, and senior staff against revenue per head and the ratio of "chiefs to indians." Different combinations in the matrix can lead to high or low profitability. The ideal is a "sweet spot" that allows for creativity and expertise while maintaining efficiency. The conclusion advises companies to define their identity, align their skills mix accordingly, and embrace growth and change.
Alpha Sirius is a consulting firm founded in 1998 that specializes in SAP implementation, project management, and training services. They help clients optimize their SAP investments and reduce support calls. Alpha Sirius delivers end-to-end solutions and consulting services using tools like Solution Manager. They also provide organizational change management, training programs, and a resource library to clients.
CA|CS|CMA VIDEO CLASSES - Buyonlineclasses.comJayaBohra1
We are a team of professionals who provide video study tutorials and classes for certifications like CA, CS, CMA, CIMA, CPA, ACCA, and CFA without an internet connection using practical teaching techniques. Our faculty includes renowned experts and we use a blended learning approach combining online and virtual live classes with projects and teaching assistants. We guarantee the best prices along with secure transactions, prompt delivery, and excellent after-sales support.
DC14 3. Are apprentices the new graduates part 4 HSBC (Bright Futures, BT, Pw...EmmaAGR
HSBC launched an apprenticeship program in 2010 to differentiate itself from competitors and professionalize its workforce beyond just graduates. The program aimed to build a non-graduate development proposition and has since grown significantly, hiring 700 apprentices annually compared to just 135 graduates. The apprenticeship program has been externally recognized and evaluated positively, with high completion rates, recommendation scores, and retention of apprentices post-program. Moving forward, HSBC plans to further professionalize its workforce through apprenticeships and develop a common approach for junior talent development beyond just graduates.
This document provides a teacher guide for a lesson on the costs and benefits of training and development at ASDA, a large UK supermarket chain. It includes suggested activities and resources, as well as sample questions and answers about ASDA's approach to training managers. The benefits to ASDA of training include being able to fill 80% of appointments internally, maintaining corporate culture, and having a motivated workforce that leads to higher productivity and revenues. The costs include expenses for training facilities, mentor and trainee time, and potential disruption to store operations during training periods.
Future Labs Technology provides IT and software training programs to help educators and corporations improve skills and business performance. Their training is designed to get students closer to professional goals through quality lessons delivered in various languages across countries. They have over 30 experienced trainers and have impacted over 18 global firms and skilled 7,800 people. Altezzasys also provides SAP implementation, consulting and training services covering various SAP modules including SD, MM, FICO and more to end clients and SAP service providers.
Transforming Qualifications Through Technology Webinar Kineo
Slides from City & Guilds Kineo's recent webinar highlighting Compass Group, and how they have transformed qualifications and apprenticeship delivery in their business, all while realising cost savings.
Aberdeen Oil & Gas Applied Learning Programme (MCIPS)Peter Richardson
The Aberdeen Oil & Gas Applied Learning Programme assesses the ability of participants to apply the sector-specific classroom learning to the challenges within their organization through a series of assignments and project work.
For the participants it is an opportunity get fully qualified and achieve MCIPS status within 18 months (with no exams).
The 7 x two-day classroom modules are contextualized to the Oil & Gas Sector and delivered by an in-sector expert.
Training Byte Size is a UK-based training provider founded in 2011 with annual turnover between £810K-£1.1M. They have 4 trainers, 3 administrators, 3 account managers, and staff for development, finance, and operations. They are the largest provider of PRINCE2 online exams, administering 300-400 per month. Their courses include PRINCE2, Managing Benefits, AgilePM, MSP, ITIL, and they were the first to offer some qualifications online or in other languages. They have partnerships with APM and APMG.
The document discusses best practices for establishing an effective corporate university, including conducting needs assessments, obtaining buy-in through marketing and executive sponsorship, effective staffing, creating a structure with policies and standards, and implementing a learning management system for delivery and tracking. It emphasizes the importance of constant assessment, marketing the university's benefits, aligning staffing with the vision, and establishing a unified system for scheduling and tracking training.
World Corporate University Forum - The Challenge of take the Corporate Univer...Katrina Thornely
Damien O'Donoghue - General Manager of the GAC Corporate Academy presented at the World Corporate University Forum on the 13th April 2015 in Dubai. The presentation talks of the challenge of taking the Corporate University beyond simply training. For more information about GAC Corporate Academy please visit gacacademy.com
How to Transform Learning & Development into a CORPORATE UniversityWiztango
Granted, managing L&D is tough, getting all the stakeholders on board and proactively contributing towards the learning initiatives.
But does deploying learning technology simply mean putting eLearning content and schedules on a LMS -- is it really sufficient to drive the engagement needed to enhance stakeholder value?
Here is a 5 step infographic on how the corporate Learning & Development team could should would transform into a value enhancing corporate university for all stakeholders.
Trainers, Facilitators, Coaches, SMEs, Instructors, Consultants, Instructional Designers, Corporate HR, Corporate L&D to experience delivering blended learning for free | visit http://www.wiztango.com
About WIZTANGO
Wiztango is a collaborative training & learning platform that uniquely combines a classroom or virtual Instructor Led Training (ILT) with web & mobile technology to assist stakeholders achieve the best learning outcomes.
To create an awesome learner driven experience, trainers, facilitators, instructors and other individual training professionals as well as HR, L&D and business units at corporate enterprises blend ILTs on Wiztango.
By blending, the results of customer & product trainings, on-boarding, sales workshops, leadership facilitation, group coaching, virtual training sessions and other learning & development initiatives are greatly enhanced and transformed.
To validate learning, online activities such as assessment, assignment, social & informal discussions, Q&A sessions and feedback are easily designed, created and scheduled. For continuous learning anytime & anywhere, documents, videos, curated web pages and other relevant and interesting resources are shared by and amongst the stakeholders.
Finally, don’t just conclude a program with a feedback form but get excited to share a click to create, personalized and powerful learning outcomes.
Now there is an opportunity not just to reduce the duration of the ILT but to elongate the learning experience and engagement. And as a result eliminate creating expensive elearning content or forcing learners to take up yet another “click next” self-learning course on a LMS.
Let’s collaborate to achieve the best learning outcomes!
Motorola University is the corporate university of Motorola Inc. that was established in 1974 in Chicago to provide training programs for Motorola employees. It has since expanded to provide services to Motorola's clients, suppliers, and partners. The goals of Corporate Universities like Motorola University are to organize training, promote continuous learning, support organizational change, maximize the return on education investments, and foster a common culture and loyalty. Motorola University operates through five institutes focused on quality, leadership, supply chain, engineering, and marketing to contribute to Motorola's sustained success.
The document outlines 9 steps to creating a successful corporate university: 1) determine strategic direction with senior management support; 2) define scope and stakeholders; 3) plan governance structure and funding; 4) hire appropriately skilled staff; 5) develop aligned curricula; 6) market effectively; 7) use metrics to measure success; 8) learn from best practices of other universities; 9) ensure ongoing support from senior leadership. The goal is to address business and talent needs through lifelong learning.
Kickstarting a corporate university firstdataKieran King
First Data launched a corporate university called MindSpring to address employee development needs identified in an engagement survey. They developed a three-year strategy with five academies and upgraded their learning management system. Initial efforts focused on standardizing processes, developing leadership and skills curricula using existing content, and building out academy structures. Metrics showed improved employee satisfaction with development opportunities. Next steps included expanding mobile learning, blended programs, social capabilities, and a global learning center.
Corporate University | The Learning Brand ChallengeAllegro 234
Este documento discute el desafío de construir una marca para una Universidad Corporativa. Explica que una marca efectiva ofrece una promesa y experiencia únicas que generan reconocimiento y conexión emocional. También destaca la importancia de definir la personalidad de la marca, crear una promesa de marca convincente, y diseñar una experiencia de marca que influya en las percepciones, emociones y conocimiento de los empleados de una manera que los atraiga y retenga.
Atrivision is a human capital services provider that offers corporate learning and talent management solutions. They help organizations align learning, talent, and technology strategies to business goals. Their services include learning program management, content development, learning technologies, and performance support. Atrivision also assists with building integrated learning functions within organizations using maturity models that range from ad-hoc to corporate academy models. Their goal is to help companies manage learning for innovation and competitive advantage.
TheCorporatePlaybook.com is the leading job board for athletes. Current and alumni student-athletes can post resumes, search over 400,000 jobs, connect to recruiters from Fortune 500 companies, network with over 55,000 other athletes and access custom career development tools for FREE!
U-Spring: 2016 Corporate University Global Survey ResultsBPI group
Results of BPI group's 2016 global survey on corporate universities and new methods of organizational learning. Join us in reimagining the corporate university!
This document summarizes initial research into how corporate universities can enhance organizations' strategic innovation through absorptive capacity. The research aims to understand corporate university models and how they contribute to learning and innovation. The methodology involves literature review, case studies in healthcare and industry, and quantitative research. Key concepts discussed include absorptive capacity dimensions of knowledge acquisition, assimilation, transformation and exploitation. Initial findings suggest models of corporate universities are descriptive and their strategic contribution is unclear, but absorptive capacity may help measure how they enhance innovation.
Continuous Professional Development - Key to Commercial Success in AdvertisingThe_IPA
A presentation by Andrew Pinkess of the IPA's Professional Development Group which outlines the evidence linking training and development to the growth of marketing and advertising agencies.
VCS Inc. distributors are launching the Pink Cloud Computing Initiative to help small businesses and individuals adopt technology. They will provide access to broadband internet, help create websites and blogs, set up social media profiles, and offer memberships to You Are a CEO for online workshops and resources. The initiative aims to close the digital divide and help people and businesses succeed by embracing technology.
DC14 3. Are apprentices the new graduates part 4 HSBC (Bright Futures, BT, Pw...EmmaAGR
HSBC launched an apprenticeship program in 2010 to differentiate itself from competitors and professionalize its workforce beyond just graduates. The program aimed to build a non-graduate development proposition and has since grown significantly, hiring 700 apprentices annually compared to just 135 graduates. The apprenticeship program has been externally recognized and evaluated positively, with high completion rates, recommendation scores, and retention of apprentices post-program. Moving forward, HSBC plans to further professionalize its workforce through apprenticeships and develop a common approach for junior talent development beyond just graduates.
This document provides a teacher guide for a lesson on the costs and benefits of training and development at ASDA, a large UK supermarket chain. It includes suggested activities and resources, as well as sample questions and answers about ASDA's approach to training managers. The benefits to ASDA of training include being able to fill 80% of appointments internally, maintaining corporate culture, and having a motivated workforce that leads to higher productivity and revenues. The costs include expenses for training facilities, mentor and trainee time, and potential disruption to store operations during training periods.
Future Labs Technology provides IT and software training programs to help educators and corporations improve skills and business performance. Their training is designed to get students closer to professional goals through quality lessons delivered in various languages across countries. They have over 30 experienced trainers and have impacted over 18 global firms and skilled 7,800 people. Altezzasys also provides SAP implementation, consulting and training services covering various SAP modules including SD, MM, FICO and more to end clients and SAP service providers.
Transforming Qualifications Through Technology Webinar Kineo
Slides from City & Guilds Kineo's recent webinar highlighting Compass Group, and how they have transformed qualifications and apprenticeship delivery in their business, all while realising cost savings.
Aberdeen Oil & Gas Applied Learning Programme (MCIPS)Peter Richardson
The Aberdeen Oil & Gas Applied Learning Programme assesses the ability of participants to apply the sector-specific classroom learning to the challenges within their organization through a series of assignments and project work.
For the participants it is an opportunity get fully qualified and achieve MCIPS status within 18 months (with no exams).
The 7 x two-day classroom modules are contextualized to the Oil & Gas Sector and delivered by an in-sector expert.
Training Byte Size is a UK-based training provider founded in 2011 with annual turnover between £810K-£1.1M. They have 4 trainers, 3 administrators, 3 account managers, and staff for development, finance, and operations. They are the largest provider of PRINCE2 online exams, administering 300-400 per month. Their courses include PRINCE2, Managing Benefits, AgilePM, MSP, ITIL, and they were the first to offer some qualifications online or in other languages. They have partnerships with APM and APMG.
The document discusses best practices for establishing an effective corporate university, including conducting needs assessments, obtaining buy-in through marketing and executive sponsorship, effective staffing, creating a structure with policies and standards, and implementing a learning management system for delivery and tracking. It emphasizes the importance of constant assessment, marketing the university's benefits, aligning staffing with the vision, and establishing a unified system for scheduling and tracking training.
World Corporate University Forum - The Challenge of take the Corporate Univer...Katrina Thornely
Damien O'Donoghue - General Manager of the GAC Corporate Academy presented at the World Corporate University Forum on the 13th April 2015 in Dubai. The presentation talks of the challenge of taking the Corporate University beyond simply training. For more information about GAC Corporate Academy please visit gacacademy.com
How to Transform Learning & Development into a CORPORATE UniversityWiztango
Granted, managing L&D is tough, getting all the stakeholders on board and proactively contributing towards the learning initiatives.
But does deploying learning technology simply mean putting eLearning content and schedules on a LMS -- is it really sufficient to drive the engagement needed to enhance stakeholder value?
Here is a 5 step infographic on how the corporate Learning & Development team could should would transform into a value enhancing corporate university for all stakeholders.
Trainers, Facilitators, Coaches, SMEs, Instructors, Consultants, Instructional Designers, Corporate HR, Corporate L&D to experience delivering blended learning for free | visit http://www.wiztango.com
About WIZTANGO
Wiztango is a collaborative training & learning platform that uniquely combines a classroom or virtual Instructor Led Training (ILT) with web & mobile technology to assist stakeholders achieve the best learning outcomes.
To create an awesome learner driven experience, trainers, facilitators, instructors and other individual training professionals as well as HR, L&D and business units at corporate enterprises blend ILTs on Wiztango.
By blending, the results of customer & product trainings, on-boarding, sales workshops, leadership facilitation, group coaching, virtual training sessions and other learning & development initiatives are greatly enhanced and transformed.
To validate learning, online activities such as assessment, assignment, social & informal discussions, Q&A sessions and feedback are easily designed, created and scheduled. For continuous learning anytime & anywhere, documents, videos, curated web pages and other relevant and interesting resources are shared by and amongst the stakeholders.
Finally, don’t just conclude a program with a feedback form but get excited to share a click to create, personalized and powerful learning outcomes.
Now there is an opportunity not just to reduce the duration of the ILT but to elongate the learning experience and engagement. And as a result eliminate creating expensive elearning content or forcing learners to take up yet another “click next” self-learning course on a LMS.
Let’s collaborate to achieve the best learning outcomes!
Motorola University is the corporate university of Motorola Inc. that was established in 1974 in Chicago to provide training programs for Motorola employees. It has since expanded to provide services to Motorola's clients, suppliers, and partners. The goals of Corporate Universities like Motorola University are to organize training, promote continuous learning, support organizational change, maximize the return on education investments, and foster a common culture and loyalty. Motorola University operates through five institutes focused on quality, leadership, supply chain, engineering, and marketing to contribute to Motorola's sustained success.
The document outlines 9 steps to creating a successful corporate university: 1) determine strategic direction with senior management support; 2) define scope and stakeholders; 3) plan governance structure and funding; 4) hire appropriately skilled staff; 5) develop aligned curricula; 6) market effectively; 7) use metrics to measure success; 8) learn from best practices of other universities; 9) ensure ongoing support from senior leadership. The goal is to address business and talent needs through lifelong learning.
Kickstarting a corporate university firstdataKieran King
First Data launched a corporate university called MindSpring to address employee development needs identified in an engagement survey. They developed a three-year strategy with five academies and upgraded their learning management system. Initial efforts focused on standardizing processes, developing leadership and skills curricula using existing content, and building out academy structures. Metrics showed improved employee satisfaction with development opportunities. Next steps included expanding mobile learning, blended programs, social capabilities, and a global learning center.
Corporate University | The Learning Brand ChallengeAllegro 234
Este documento discute el desafío de construir una marca para una Universidad Corporativa. Explica que una marca efectiva ofrece una promesa y experiencia únicas que generan reconocimiento y conexión emocional. También destaca la importancia de definir la personalidad de la marca, crear una promesa de marca convincente, y diseñar una experiencia de marca que influya en las percepciones, emociones y conocimiento de los empleados de una manera que los atraiga y retenga.
Atrivision is a human capital services provider that offers corporate learning and talent management solutions. They help organizations align learning, talent, and technology strategies to business goals. Their services include learning program management, content development, learning technologies, and performance support. Atrivision also assists with building integrated learning functions within organizations using maturity models that range from ad-hoc to corporate academy models. Their goal is to help companies manage learning for innovation and competitive advantage.
TheCorporatePlaybook.com is the leading job board for athletes. Current and alumni student-athletes can post resumes, search over 400,000 jobs, connect to recruiters from Fortune 500 companies, network with over 55,000 other athletes and access custom career development tools for FREE!
U-Spring: 2016 Corporate University Global Survey ResultsBPI group
Results of BPI group's 2016 global survey on corporate universities and new methods of organizational learning. Join us in reimagining the corporate university!
This document summarizes initial research into how corporate universities can enhance organizations' strategic innovation through absorptive capacity. The research aims to understand corporate university models and how they contribute to learning and innovation. The methodology involves literature review, case studies in healthcare and industry, and quantitative research. Key concepts discussed include absorptive capacity dimensions of knowledge acquisition, assimilation, transformation and exploitation. Initial findings suggest models of corporate universities are descriptive and their strategic contribution is unclear, but absorptive capacity may help measure how they enhance innovation.
Continuous Professional Development - Key to Commercial Success in AdvertisingThe_IPA
A presentation by Andrew Pinkess of the IPA's Professional Development Group which outlines the evidence linking training and development to the growth of marketing and advertising agencies.
VCS Inc. distributors are launching the Pink Cloud Computing Initiative to help small businesses and individuals adopt technology. They will provide access to broadband internet, help create websites and blogs, set up social media profiles, and offer memberships to You Are a CEO for online workshops and resources. The initiative aims to close the digital divide and help people and businesses succeed by embracing technology.
Evolution of a corporate university tiffany thulien brownBizLibrary
McCain Foods established a Global Learning Centre (MLC) to provide lifelong learning for its employees around the world. The MLC aims to develop strategic capabilities through common learning programs aligned with business strategy. It evolved from various local learning initiatives to utilize e-learning solutions that increase reach at reduced costs. Challenges include limited computer access and bandwidth in some plant locations with multi-lingual, low-literacy workforces. The MLC addresses this through e-learning cafes and custom content on safety and compliance topics in multiple languages.
Ca technologies corporate university case studyKieran King
The document discusses CA Technologies' corporate university and provides an example of its Support University. It begins with an overview of CA Technologies and why companies build corporate universities. It then discusses typical corporate university models and considerations for establishing a university. The bulk of the document focuses on a case study of CA's Support University, outlining its structure with degree levels and requirements. It discusses the rollout and accomplishments of Support University, including improved metrics, recognition programs, and lessons learned.
Five Steps to Create a Digital Economic Development OrganizationGIS Planning
Economic Development Organizations have created strong physical organizations including their staff, programs, and physical office. But today EDOs must be digital organizations that provide services, programs, and value online. This presentation discusses the five steps necessary to create an effective and successful economic development online organization.
Topics include changes in how economic development is occurring, naming, digital identity, discovery marketing, sales, business applications, and globalization.
CORPORATE UNIVERSITY INFRASTRUCTURE for SUCCESSKenny Ong
Evolving Corporate Universities (ECU) Webinar
December 2011
• The importance of embedding a best practice management infrastructure in the organisation structure and administrative systems at an early stage in the formation of a CU
• how a company's best practice administrative infrastructure systems ensure that the best practices are visible
• how best practices can be applied and possibly how they can also leave opportunities for innovations in relation to the company's strategic vision and objectives
2. • 6 full time staff
• 15+ external facilitators
• 50+ GAC Group operating company clients
• Around 100 courses launched per year
• 90% of courses conducted through eLearning
• “The central transmission station of the GAC Spirit”
3. • Foundation Courses
• Business English Courses
• Business Operations Courses
• Commercial Courses
• Professional Development and Leadership Courses
• Finance, Quality and Innovation Courses
Editor's Notes
Align your vision and strategy with the organisation’s strategy (become the central transmission station for the corporate culture) to ensure strong foundations.A Corporate University that does not align with the organisational strategy of the corporate it works within is destined to fail.GCA was established in response to the GAC Vision X-Global Reach strategy that set the objective of building Skilful and Motivated People.Our start came from the organisation itself, and established a strong foundation for building the corporate university. Every course aligns directly with the corporate objectives and measurement tools (GAC TIME) to ensure constant alignment.Because of our strong foundations, the GAC President Bjorn Engblom announced that GCA was “the central transmission station of the GAC Spirit.”
Establish a clear governance structure.In building your corporate university and maintain alignment, establishing a clear governance structure is essential.This takes a corporate university from being simply a publicity exercise, or even just brokering training, to being a strategic enabler.In the case of GCA, our Governance Board includes:Chairman - Group Vice President, Human Resources, GACGMM Representative - Group Vice President, Legal, GACSecretary – GCA General ManagerCompany Management Representatives – inc GAC Country Managers and Senior ManagersExternal Specialist – Strategic ConsultantThe benefits of a Governance Board include:Buy-in from GAC senior management on all major decisionsSupport to promote GCA learning programmesAdvocates of GCA from within senior managementContinual alignment with Group strategic direction
A priority for GCA has been to ensure that an explicit commercial structure is established:There are three main corporate learning cost models.The organisation covers the cost of learning programmesCost distribution100% cost recovery/ profit centreIn GCA we have opted for the cost recovery model for the following reasons:To ensure that the corporate university cannot be criticised as being a ‘freeloader’To maintain the continual drive to provide excellent programmes that meet the organisational needs and remain in demand.More here Damien…………………………………………………………
Establish clear methodology for strategic measurement.If the corporate university is aligned with the organisation’s strategic plan, measurement systems will already be in place to measure the outcomes of this strategy. At the primary level, GCA’s achievements are measured against its own strategy which is co-developed with the Governance Board. This strategy includes the following indicators:Financial – “How can we sustain GCA as a financially self-supporting business entity?”Stakeholder – “What quality relationships must GCA create, develop and maintain with valued stakeholders?”Internal Process – “How does GCA deliver enterprise-wide learning and development that enables ‘The GAC Way’?”Learning and Growth – “Where should GCA drive learning and development and support integrated HRM processes?”On the secondary level, GAC’s annual Employee Engagement Survey provides valuable information about how effectively the GCA learning and development programme is being perceived by all levels of the organisation.For any corporate learning programme, Return on Investment is another important measure and this is a crucial current conversation in the learning community… how can we tell what benefits our learning programmes have on profitability of the company? Some of the measures here include:How effectively knowledge is being transferred throughout the organisationHow are learning pathways being developedHow are customer relations being improvedHow is the learning organisation playing a role in the future development of the strategic planHow all this is translating into a more profitable and productive organisation
Choose your learning pedagogy carefully.Learning pedagogy is not the first thing that many people think about when they think of setting up a corporate university. However it is essential for its success.Pedagogy is the science and art of education, and encompasses the learning approach taken by the organisation. There are both teacher-oriented and learner-oriented pedagogies. There are also theoretical versus practical pedagogies. The pedagogy of a corporate university will depend of the vision and objectives.In the case of GCA, where evolving GAC into a ‘learning organisation’ was an objective, social constructivism provided an ideal learning pedagogy.Social constructivism is now one of the dominant pedagogies used in education. It encourages learners to build their own knowledge based on their experience and apply this directly to their environment. The focus is on learning rather than teaching with the individual at the centre of a social process.This works well in a corporate university because it means that people learn alongside their work and can implement what they learn directly into their work practice – it is practical and immediate. It also works well because a powerful way of learning is where people learn from interacting with each other.Alongside the theory of social constructivism comes that of the learning organisation. This is:Where people continually expand their capacity to create the results they truly desire, Where new and expansive patterns of thinking are nurtured, Where collective aspiration is set free, and Where people are continually learning to see the whole together Peter Senge’s “The Fifth Discipline” (1990) Social constructivism and learning organisation theory work hand in hand in many successful corporate universities, and often using the tool of eLearning to enhance both pedagogies. eLearning brings a formalised learning process to participants who do not need to attend a centralised education point. This means GAC employees learning alongside their regular jobs and also have the opportunity to interact in learning communities with people from all over the GAC world in the online forums.
Open source VS off the shelf contentAnother very important consideration in setting up a corporate university is making decisions about course design. There are two key options:Off the shelf content from course design companiesOpen source content developed by your organisation and for your organisation.In following a social constructivist learning pedagogy that is also SMART (specific, measurable, attainable, realistic and timely), GCA learned early on that off the shelf content just doesn’t cut it. Not only is off the shelf content expensive, it is not written with your organisation in mind and does not necessarily relate to the learning needs of your people. GCA has developed a highly effective process for course development that takes just 4 – 6 weeks and results in courses that are directly aligned with the GAC strategic need.Gain buy-in from a senior Course Owner (courses usually come from a direct recommendation from interested management, so buy-in is not difficult)Involve the Course Owner and other key stakeholders with GCA instructional designers in a half-day course design workshop.Instructional Designers draft the course module by module, with feedback provided by Course Owner and stakeholders throughout the process.Courses are piloted with a select group of participants and modules are finalised.
GCA relies on close engagement with our partners from throughout the GAC World and beyond for our success.GLOs are our ambassadors in more than 50 GAC operating companies around the world. Their role is to liaise between GCA and their own people to be our local partners in the learning and development forecasting process, provide nominations for the GCA course portfolio, act as an information source on GCA courses and support course participants.In each of our courses, one or more members of the Senior Management are our stakeholders as course owners. The course initiatives come from their perceived needs, and from there they play an active role in designing the course, reviewing the content and marketing the courses.Within each course, there are members of Management and Senior Management who act as ambassadors of each course module. They provide a welcome video to the course participants, lending weight to the importance of that module for GAC business performance.Subject Matter Experts work with the Course Owners in the course design and writing process to ensure the content aligns directly with GAC strategy and practice. In some courses like GAC Finance Essentials, these Subject Matter Experts then play a role in providing expert support alongside the facilitators within the courses.External agnostic facilitators work with each of our eLearning courses and workshops to guide interaction and support participant learning. Our facilitators receive continual training in best practice eLearning facilitation.