Corporate Learning And Development For Productivity

Processes of corporate learning, Conducting training needs analysis, Aligning L&D with corporate goals, Development plan

What you'll learn
Knowledge of corporate learning
Processes of corporate learning
Knowledge management practices
Barriers and enablers to corporate learning
Steps for building a learning organization to improve workplace performance
Must have key performance indicators to measure training effectiveness for learning analytics
Steps to create your employee development plan
How to align learning and development with corporate goals
How to conduct a training needs analysis
Ways learning and development can create a competitive advantage
Tips to create a great learning environment at work
Benefits of corporate learning in the workplace
Requirements
No requirements
Description
Corporate learning is any investment in developing the ability of employees and organization to understand and respond to the environment more effectively. It is not limited to learning job skills, a new tool, or educating them on new products and software- although that can be part of it. At a broad level, a culture of learning can make an organization more competitive, more innovative, and more adaptable. In this modern time some companies still are not willing to invest in learning and development because they believe that its a waste of money and time, but this same companies want their employees to perform up to standard. l think that for the sake of competition and enhancing organization performance in totality, it should be mandatory for every company to develop effective and efficient learning policies that will help employees gain the necessary knowledge and skills for them to work well and exceed their target. The processes of corporate learning as far as knowledge gaining is concern is vital for the creation of knowledge, the idea is either knowledge transfer, knowledge creation or knowledge retention the ultimate goal is that it help the organization become more productive and enhance growth, because the employees have the competences to work.There are a lot of changes in the business environment such as innovation in technology, stringent competition and customers preferences has put companies in tight corner to consistently conduct training needs analysis so that they can identify the gaps and find ways to ensure that they give their employees the necessary skills through training to help them close that gap so they can deliver well. The most important thing for companies to do is to align a clear learning and development goals that can achieve the objectives of the organization. Training should be down in a more diverse ways to build employees interest. Now through learning and development a lot of companies have position themselves well and are leading in competition. Learning and development help companies employees to become satisfied with the work they are doing, its help in employees retention.

Overview

Section 1: Introduction

Lecture 1 Introduction

Lecture 2 What is organization/corporate learning

Lecture 3 Benefits of corporate learning in the workplace

Lecture 4 Tips to create a great learning environment at work

Section 2: Knowledge Of Corporate Learning

Lecture 5 Nature of knowledge

Lecture 6 Measuring learning

Lecture 7 Theoretical models

Lecture 8 Context and learning

Lecture 9 Organizational forgetting

Section 3: Processes Of Corporate Learning

Lecture 10 Knowledge creation

Lecture 11 Knowledge transfer

Lecture 12 Knowledge retention

Section 4: Knowledge Management Practices

Lecture 13 Development and learning organizations

Lecture 14 Knowledge management system

Lecture 15 Diffusion of innovation

Section 5: Barriers And Enablers To Corporate Learning

Lecture 16 Corporate amnesia

Lecture 17 Developing Organization Memory

Lecture 18 The role of organizational culture

Lecture 19 Virtual environment

Lecture 20 Barriers in organizational learning from 4l framework

Section 6: How To Conduct A Training Needs Analysis

Lecture 21 Determine the desired business outcome

Lecture 22 Link desired business outcomes with employee behavior

Lecture 23 Identify trainable competencies

Lecture 24 Evaluate competencies

Lecture 25 Determine performance gaps

Lecture 26 Prioritize training needs

Lecture 27 Determine how to train

Lecture 28 Conduct a cost benefits analysis

Lecture 29 Plan for training evaluation

Section 7: Steps For Building A Learning Organization To Improve Workplace Performance

Lecture 30 Create a solid and supportive learning and development infrastructure

Lecture 31 Identify in-house experts

Lecture 32 Transform team leaders into online training advocates

Lecture 33 Develop measurable performance criteria

Lecture 34 Offer ongoing reinforcement and knowledge refreshers

Lecture 35 Encourage self-guided exploration and mistakes drive learning

Lecture 36 Solicit Elearning feedback and act on it

Section 8: Steps To Create Your Employee Development Plan

Lecture 37 Start with a skills gap analysis

Lecture 38 Identify employees for career and leadership growth

Lecture 39 Align with employee and company goals

Lecture 40 Help them grow with you

Lecture 41 Use employee development plan templates to help

Lecture 42 Fit the learning opportunity to the training

Lecture 43 Track results and use data to inform your decisions

Section 9: How To Align L&D With Corporate Goals

Lecture 44 Find potential gaps in learning

Lecture 45 Reveal future plans across the organization

Lecture 46 Clear communicate training purposes

Lecture 47 Develop a strong support network in the workplace

Lecture 48 Measure the performance and improvement of employees

Section 10: Ways Learning And Development Can Create A Competitive Advantage

Lecture 49 Help you achieve a sustainable competitive advantage

Lecture 50 Ensures employee satisfaction and retention

Lecture 51 More internal promotion opportunities

Lecture 52 Increase productivity

Lecture 53 Attract the best employees using learning and development

Lecture 54 Implementing the latest technology

Lecture 55 Keeping up with industry changes

Section 11: Seven Must-have KPI's To Measure Training Effectiveness For Learning Analytics

Lecture 56 Time to proficiency

Lecture 57 Knowledge and skill retention

Lecture 58 Transfer of training

Lecture 59 Impact on organizational performance metrics

Lecture 60 Employee engagement

Lecture 61 Net promoter score

Lecture 62 Stakeholders satisfaction

employees, managers, directors, CEO, learning consultants, HR practitioners, recruiters, self employed. consultants, institutions, trainers, facilitators, students, schools, consulting firms, everybody etc.