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Establishing a Learning Organization

Firman Natapradja

Agenda
Learning Organization Development Learning Organization Prosective Blueprint Learning Center Structure

Learning Needs
What are NEEDS?
Desired Future

GAP =NEEDS
Current Reality

(Solutions)

Link between Strategy & Execution


STRATEGY
Poor
Suicide from the start

Flawless
A sure miss

EXECUTION

Poor

Flawless

A tiring journey to nowhere

The road to Success

Strategy is getting it right and Execution is doing it right We have to pick the right course of action

Once chosen, we have to carry it our properly

Organizational Strategic Chain


1
2 3 4 5
Corporate Needs Overall needs to achieve organizational goals Business Unit Needs Specific corporate goals allocated to individual business units Performance Needs Department and Functional units goals to execute business objectives Competency Needs Job groups roles in performing duties in achieve business objectives Individual Needs Individual core knowledge, skill, motivation and drive to want to perform

Enterprise Learning System


INPUT
Strategic Fit & Mgmt. Commitment Learning Centre Methodology Facilities & Infrastructure

PROCESS
Learning Value Chain

OUTPUT

Learning Solutions

LEARNERS PERFORMANCE

Learning Technologist

Learners
Learning Culture

FEEDBACK

Learning Blueprint
ORG. STRATEGY
REQ. ORG.CORE COMPETENCY ORG. CORE COMPETENCY BLUEPRINT JOB COMPETENCY MODELS

JOB FAMILY

JOB SCOPE & ROLE PROFILE

JOB LEARNING ROADMAPS

Learning Directory

Identifying Organization Learning Blueprint to support Org. Competencies CORE COMPETENCY BLUEPRINT

Learning Organization

Career Path
Job Curriculum Design

Job Expectation & Capability Gaps

ORG. Job CORE Capability COMPETENCY BLUEPRINT Model

On-Job Career Development

Assessment Center : -Competency Profiling -Employee Profiling

Learning Value Chain

Learning Needs Diagnosis

Acquiring Learning Solutions

Deliver & Deployment

Learning Impact Measurement

Learning Value Chain


Learning Needs Diagnosis Acquiring Learning Solutions Deliver & Deployment Learning Impact Measurement

Understanding the needs, causes & requirements to provide the required Learning Solutions & Services -BNA -PNA -TNA -CNA -INA -DACUM

Acquire the required Learning Solutions through sourcing, buying, Developing internally, Customizing or reusing -ISD -Systems Design -Customization -Courses -Tool Kits -Instruments -Pilot studies -TTT

Transfer the required Competencies & Learning Solutions to the Individuals, Teams & Business. Provide follow-thru assistance to ensure Application of Learning takes place -Classroom Training -Adventure Learning -Delivery Partners -e-Learning -Coaching Skills -OJL -Application Consultancy -Follow-thru engines -Training Systems Audits -On Job Coaching -Action Learning Systems -Competency Assessment -On Job Certifications

Measure the Process & Outcome of the Learning System, Service & Solutions to enable the achievement of targeted results. -CFL monitor -Knowledge & Skills Test -Behavioral Change Studies -Job Impact Analysis -Results Collection -ROI Studies

Learning Value Chain


Learning Needs Diagnosis Acquiring Learning Solutions Deliver & Deployment Learning Impact Measurement

LEARNING ADMINSTRATION, INFRASTRUCTURE & SUPPORT SYSTEM Implement & Establish the required Resources, Partners, Organizational Networks, Systems & Structures to support the effective deployment of the Learning Value Chain to ensure the delivery of required Service & Solutions which will enable strategic & operational performance. Corporate School Organization Business Unit Interlocks & Councils Delivery & Training Community Network KM Systems LMS Learning Centre Performance Management Systems Physical & Virtual Facilities e-Learning Portal

Learning Center Structure


Chief Learning Officer

Learning Solutions

Learning Services

Learning Impact & Administration

Learning Consult, Design and Development

Learning Deployment, Delivery and Business Partners

Evaluations, ROTI Analysis, Vendor management and Finance

Learning Organization Growth Blueprint

growth

Training Center

Learning Center

Competency Schools

Corporate University

time

In Closing
There must be a solid and long term committment to establish and develop a Learning Organization A prudent decision must be made on using local or External consultants to develop the Learning Organization Consider purchasing a Curriculum and strengthening the Delivery Faculty to enter the market sooner Establish a strong and experienced team to operate and develop the Learning Organization early to avoid restructuring

It is not about learn to live, but it is about live to learn

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