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A corporate university (CU) is any educational entity that is a strategic tool [1] designed to assist its parent organization in achieving its mission by conducting activities that cultivate individual and organizational learning, knowledge, and wisdom. [2]
Corporate education is centred on introducing learning techniques to stimulate employees to think about what their organisation does, where it is heading, potential new opportunities for the organisation and new and better ways of doing things.
An example of organizational learning is a hospital surgical team learning to use new technology that will increase efficiency. [10] Individual learning is the smallest community at which learning can occur. An individual learns new skills or ideas, and their productivity at work may increase as they gain expertise.
When it comes to experiential learning, an awareness of both the explicit and tacit components of organizational memory on their own is not generally enough to create new knowledge efficiently. As a general rule, it needs to be accompanied by a focused learning phase. Most models of experiential learning are cyclical and have three basic phases:
Learning is considered to be more than just acquiring information; it is expanding the ability to be more productive by learning how to apply our skills to work in the most valuable way. Personal mastery appears also in a spiritual way as, for example, clarification of focus, personal vision and ability to see and interpret reality objectively. [9]
Program development: delivery method, production of learning outcomes, quality evaluation of learning outcome, development of communication strategy, required technology, and assessment and evaluation tools; Training delivery and implementation: participation in side-programs, training delivery, learning participation, and evaluation of business
The model may not reflect the changes in the market instigated by online technologies. For example, it does not reflect the recent focus on informal learning. [5] The 70:20:10 model is not prescriptive. Author and learning and development professional Andy Jefferson asserts it "is neither a scientific fact nor a recipe for how best to develop ...
For strategic planning to work, it needs to include some formality (i.e., including an analysis of the internal and external environment and the stipulation of strategies, goals and plans based on these analyses), comprehensiveness (i.e., producing many strategic options before selecting the course to follow) and careful stakeholder management ...