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.


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