The pivotal component in any talent management system is the learning strategy intended to help employees develop business-essential skills and competencies. The learning strategy serves as a bridge between business requirements and business results. This workshop is intended to help you learn how to define a learning strategy for your organization that provides the right learning opportunities, at the right time, and for the right audience in order to achieve significant business results (e.g., profitable growth, customer delight, market leadership, employee engagement, and enhanced productivity). During this workshop you will learn to follow a systemic proprietary methodology used by Productivity Dynamics over the past two decades when partnering with major corporations such as HP, IBM, and Verizon to define and implement a high-impact learning strategy to meet your organization’s business challenges. The workshop will be facilitated by a seasoned practitioner who has served as a consultant to major corporations and public sector organizations.
Upon completion of this workshop, you should be able to:
- Use the results of business requirements analysis to successfully align and integrate learning and business strategies
- Apply a systems approach as a conceptual framework for defining a multifaceted strategy for acquiring and developing high-impact learning and development solutions
- Define an architecture for a human capital development solution set (including formal learning, work-based learning and development, and experience-based knowledge sharing and social learning)
Approximately three weeks after the workshop, you will have a chance to meet and consult with the workshop facilitator and other participants in a two-hour Webinar. You and other participants will be able to ask questions, share successes and barriers to applying what you learned in the workshop, and get valuable hands-on advice for your continued success.
During the workshop, through hands-on collaborative learning activities, you will explore real-world cases and learn:
- To use a systemic approach to define a multifaceted learning strategy that is well integrated with the business strategy. This strategy will enable employees to develop business-essential skills and competencies utilizing a variety of learning opportunities (e.g., collaborative learning, self-directed learning, social learning, knowledge sharing) and developmental opportunities (e.g., peer tutoring, coaching, mentoring, job-shadowing, stretch assignments)
- To use the same tools and templates that have been used effectively to implement the approach in major corporations and organizations (e.g., HP, IBM, Verizon)
- To recognize challenges and best practices in using the methodology