Corporate Learning Strategies
American Society for Training and Development, 2006 - Business & Economics - 150 pages
Every organization strives to develop fully engaged employees who connect their own learning to the success of the organization. ""Corporate Learning Strategies"" offers its readers a roadmap to building organizational structures that encourage and cultivate this powerful idea of employee growth. The roadmap to this transformation is embodied in a return-on-learning-investment (ROLI) model that aligns organizational and employee roles and expectations of success. By implementing the ROLI concept, organizations develop employees with improved job employability, satisfaction, enhancement, enrichment, and commitment. The organization's return on its human capital investment includes gains in performance, increased compliance, higher retention, greater employee ownership, and ultimately greater business unit success. Learning and performance professionals who wish to build a comprehensive, organization-wide learning strategy will find great value implementing the principles contained in this book.
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What Good Is Corporate Learning Anyway?
Organizational InputsStart in the Right Place
Force Me and Ill Do ItMaybe
Create a Stakeholder Bonanza
Down but Not Out
Training for More Than Fires
actor agile Align Human Capital approach assessment Attained Compliance Attraction and Retention basic Business Unit Success career advancement chief learning officer compliance training corporate learning strategy corporate university create Delta Air Lines deployed Design Learning Opportunities desired returns Employee Inputs Employee Ownership employees respond external stakeholder FDNY fifth domain Figure firefighters focus fourth domains goal attainment Goodboe human capital investment impact increase individual integrated learning strategy internal motivation job commitment job employability job enhancement job enrichment leadership learner learning benchmarks learning investment legacy carriers low-cost carriers Malcolm Knowles measurement ment nization orga organization's organizational inputs organizational learning outcomes Outline Career Paths Phase II Deliver Randall's Island requirements response result Retention of Talent role ROLI model significant stakeholder returns survey sustained competitive advantage tion training and learning transformational value chain Verizon Corporation Wackenhut Corporation