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Project CLS: Reinventing Corporate Learning Systems
Operationalizing Learning Across Your Organization
:: completed list main ::
A corporate learning system consists of a set of business processes for the design, execution, measurement, and management of learning activities, and a set of organizational capabilities which enable and motivate people to learn. Together, these processes and capabilities enable an organization to recognize and respond to new information, challenges, and changes in the business environment. They enable the business to perform, to innovate, and to maximize the value of its human capital.
- Many organizations fail to maximize the business return on learning because they focus on only one or two components of the learning system - typically the management structure and training offerings.
- An optimized learning system neither under-performs (by failing to meet explicit business needs) nor over-supplies (by providing capabilities that the business cannot manage or employ). On the path to becoming a "learning organization," a corporation matures over time, and supply and demand should remain in balance along the way.
- Effective learning does more than build intellectual capital (skills and knowledge). It also builds an organization's social capital by forging productive connections among people, and emotional capital by increasing people's connection with the business and commitment to meeting its goals.
There is no one-size-fits-all solution for a learning system; however, there are common objectives. Here are three of the most important:
- Determine the business demand for learning. Business demands for learning drive the direction and shape of learning operations. Effective learning organizations align the learning capability with the direct needs of the business to create a "pull" for learning.
- Embed learning in the work and culture of the organization. Move away from the old paradigm of reactive training and instead merge learning and work. That entails leveraging both information technology and networks or communities of learners.
- Leverage learning to build both capability and adaptability. It's not enough to supply the skills, knowledge, and other capabilities that people need to do their current jobs. The goal is also to make people better learners - more open to new information, and more ready to innovate based upon what they learn.
This Re.sults® report looks at the challenges of corporate learning today, explains how business conditions drive learning strategy, and reviews how to align learning initiatives with business strategy. It describes three levels of learning systems maturity on the path to becoming a "learning organization" and details how to balance learning supply with business demand at each level. The report concludes by reviewing the success factors for CLOs and other leaders of learning and presents a scorecard for assessing an organization's learning capabilities.
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