course design for business

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[email protected] Course Design for Business Impact for Thailand Cyber University Project March 6,2017

Transcript of course design for business

Page 2: course design for business

2Siam City Cement Public Company Limited ©SCCC | All Rights Reserved.

Source : adapted from “Organization Effectiveness Model”, Talent Management Handbook, Lance et.al, 2011

Structure

Vision

Value

StakeholderExperience

Force of

Change

Leadership

Process

Organizational Performance

It is all about performance – not training objective

Strategy

Competent

& Engaged

Employee

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6Ds that turn learning into business result

Source : adapted from The Six Disciplines of Breakthrough Learning, Andrew Mck Jefferson et.al, 2015

Define Design Deliver

Drive

Document

Investm

ent

Pe

rform

ance

Pa

yo

ff

RO

I

Break even

WHY

HOW

WHAT

Adapted from

Golden Circle, Simon Sinek, 2009

What is the best course of action to get there?

How are we going to achieve this?

Why this & Why now?

GR

BM

Goal- what business needs will be met?

Behaviors – what people do differently?

Measures- what or who could confirm the change?

Results – what the success look like?

Deploy

Go back to

Define or

Design or

Deliver

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STAR model – the hardware of organization

Source : The STAR model, Jay R. Galbraith, 1995

Structure

ProcessReward

People

Strategy

Different strategies = Different organization

There is no one-size-fits-all organization design that

companies regardless of their particular strategy

needs- should subscribe to.

Organization is more than structure

Most design effort invest far too much time drawing

organization structure which is only one facet of

organization design and far too little on process and

reward.

Alignment = Effectiveness

An alignment of all policies will communicate a clear

and consistent message to the employee

STAR model consists of five components that leader can

control and that will affect employee behavior.

The manager can influence performance and culture, but

only acting through the design policies that affect behavior

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Component of Effective Learning

Source : Seven Trends in Corporate Training and Development, Ibraiz Tarique, 2014

Environment

ProcessOutcome

e.g. physical or virtual setting, workplace, instructor, colleagues, social environment etc.

Cognitivism - Instructional content

Behaviorism – Expert

Constructivism - Learner

Experience

Exposure

Knowledge

Business Outcome

Individual Performance

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How adult learn

Adults are eager to learn when they need new information to cope effectively with real-life situations

Readiness to Learn

Adults are actively involved in decisions that affect themselves

Self Directing

Adults have a rich source of prior experiences that provide an important source of learning

Learner Experience

learning experience should be structured around situations

Orientation to Learning

Adults response better to internal motivator than external motivator

Motivation

Adults must recognize the necessity of learning something prior to starting the learning

Need to Know

Source, The Modern Practice of Adult Education ; Andragogy vs. Pedagogy , Malcolm Knowles,

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Experience and Learning

Participating

Source : Dale’s Cone of Learning

Verbal & Visual Receiving Doing

People Tend to Recall

Read

From reading

Hear

From hearing words

See & Hear

From looking

Say

From participating

Say & Do

From skill-rehearsing,

10%20% 30% 70% 90%

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Insight

do people know what they need to develop?

Motivation

are people willing to invest time and effort it takes to develop?

Development pipeline

Source, adapted from Development Pipeline, Personnel Decisions International (PDI), 2007

Capability

do people have the skills, knowledge and experience they need to be successful

Opportunity

do people have the opportunities to apply capabilities they are developing at work

Accountability

do people given the role that fit the new the new capability

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Measuring impact

Satisfaction

Learning

Impact

Results

ROI

Confirm outcome

Create a plan

Collect & analyze

Report & recommend

Implement action

Company Practices

Total Reward

Quality of Life

Growth Opportunity

PeopleWORKWork

What to measure Step to measure

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Social media is

used to create

learning

communities

Today’s Learner

Source : Seven Trends in Corporate Training and Development, Ibraiz Tarique, 2014

Knowledge is currency,

everywhere available,

anytime and as integral

part of personal and

professional success

Knowledge can be

obsoleted rapidly and need

to be updated continuously

Learning and work are

blended where continuous,

informal and social learning

are required for success

Learning is learner-centric

and self-directed. The

learners is provided with

access to content

Learn what is relevant

and needed, Filter out

what is not needed

Learn from multiple

sources at the same time

such as learning on your

own and from technology

Memorization is no longer

necessary. What is now

important is knowing how to

access and filter knowledge.

Visual learning is the preferred

mode of learning and learning

from images/graphics is a

necessary skills.

Learning Characteristics

Learning Environment

Use variety of

method, no one

approach fit all

Informal learning

is an important

source of learning

Mobil learning

devises are used

to deliver content

Learning ToolsLearning Tools

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Emerging trends in learning & development practices

Source : Seven Trends in Corporate Training and Development, Ibraiz Tarique, 2014

Technology-based learning

Informal Learning

Customized learning and learner control

Continuous learning

Learning through teamwork

Development and learning agility

The new experts

Learning occurs through use of technology to connect with

instructional content, instructors and other learners

Employee are expected to learn on their own to complement

formalized learning that occurs at work. - BYOL

Learning that is tailored to the unique characteristics

of the learners.

Process in which an individual participants to acquire new

knowledge at work and outside of work on an ongoing basis

Collaboration is the name of the game- individual have to

learn how to successfully work in team and learn from others

Training focus on change in competencies for current job

where as development focus on competencies needed in

short and long term.-- both are needed.

Expert is domain specific competencies of which company

will require to survive in highly competitive environment.

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THANK YOU

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been produced base on publicly available

information from various sources.

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