Developing a corporate learning strategy

Coulson-Thomas, Colin
June 2006
Management Services;Summer2006, Vol. 50 Issue 2, p8
Academic Journal
The article presents results of a report which investigated corporate learning plans and priorities. The report states that many courses have passed their sell by date at the same time, essential requirements and critical corporate priorities are being largely ignored. It was found that too little effort is devoted to business development, relationship building, knowledge creation, ebusiness and entrepreneurship. Only one of the organisations surveyed was equipping its people to be more successful at bidding for business. Human resource teams are said to be working hard but many of them do not appear to be connecting with the world around them. The organisations examined focused overwhelmingly upon the internal development of employed staff.


Related Articles

  • Practice makes perfect. Sloman, Martyn // People Management;10/14/2004, Vol. 10 Issue 20, p71 

    Presents information on the "Helping People Learn" study conducted by the Chartered Institute of Personnel and Development in Great Britain. Role of people management and development professionals in designing and delivering the interventions that promote organizational learning; Examples of...

  • ANALYSIS OF HUMAN RESOURCES OF A LEARNING ORGANIZATION. Cymanow, P. // Management Theory & Studies for Rural Business & Infrastructure ;2006, Vol. 7, p31 

    The key success factor of any organization is intellectual leadership. This leadership will be shared by those organizations that will understand technological, demographic, political and lifestyle tendencies better than their competitors. Apart from presenting key issues underpinning a learning...

  • COMMUNICATING THE VALUE OF LEARNING. Bingham, Tony; Jeary, Tony // T+D;May2007, Vol. 61 Issue 5, p80 

    The article provides information concerning on the importance of learning within the industry in the U.S. Decision makers need to see a meaningful relationship between the learning initiatives and results because of the interdependent nature of learning which could be difficult to provide. Many...

  • La formación del capital humano como elemento de desarrollo de las cooperativas. Análisis de las necesidades formativas en las sociedades cooperativas mediante procesos de auditoría sociolaboral. Lorenzo, Antonio Manuel Ciruela // CIRIEC - España, Revista de Economía Pública, Social y Cooper;2009, Issue 64, p85 

    Human resources management is a key element in the development of a company. The definition of a strategic vision is truly necessary in order to improve the competitiveness and quality of entrepreneurial processes (Valle and Aragón, 2004). In this regard, training policies and activities are...

  • How to get your budget. Naish, Richard // e.learning age;Jul/Aug2003, p18 

    Presents tips for training and development professionals on how to get budget for their departments at a time when most companies are on tight financial condition. Explanation on how accountants treat e-learning expenses; Discussion on the objectives of businesses; Importance of return on...

  • TESCO PUTS ITS NEW RECRUITS IN THE PICTURE.  // Training Magazine;Apr2003, p32 

    Explains the novel approach taken by Tesco PLC on its stores to ensure its staff learned and understood the company values. Description of the ChangeMap concept used as an induction tool for recruits; Comments from Judith Nelson, head of stores human resources at Tesco; Reason behind the...

  • Key to the door. Smedley, Tim // People Management;12/13/2007, Vol. 13 Issue 25, p32 

    The article offers a look at the evolution of learning and development efforts in the field of personnel management in Great Britain. It claims that learning and development have continuously developed since the National Training Awards (NTA) were first created in 1986 to improve the standing of...

  • TOO MUCH EXCITEMENT. Cunningham, Ian // People Management;5/3/2007, Vol. 13 Issue 9, p7 

    The article stresses that human resource executives must not allow enthusiasm to give way to a one-dimensional approach in solving organizational problems relating to learning and development. He notes that those who are highly committed to a particular approach could fail to consider other...

  • MA Individual & Organisational Development. Couzins, Martin // Personnel Today;7/1/2003, p30 

    This article presents information on MA Individual & Organisational Development, a programme designed to meet the needs of HR professionals, trainers, educationalists, managers, consultants and others working with the development of individuals and organisations. It is taught on a part-time...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics