The Corporate Education Model

The Problem Statement:

We will discuss about creating a learning organization for an organization named Upskilling Corp. The organization is operating for quite some time but it has been observed they are spending a large chunk of money every year for new recruitment for the attrition happening on a continuous basis, they are not able to deliver most of the project as per the deadlines as there is always a gap in the skill set of the resources. They want to invade and explore new markets but as there is always a skill gap or unavailability they are still not able to do that. There is no ownership in most of the managers and the leadership team is spending a lot of time to manage the workforce and most importantly there is always a complain about the lack of opportunity to grow and learn something new.

Now the point is where to start and how to start. There are a lot of models and concept to implement the training initiative in an organization, but the dilemma is which one to implement, where to start. The primary issue is we do not know the practical usage of any of the model like design thinking, Instructional Design or Blooms Model so at first we need to learn the model then need adequate resources to implement the same still there is no assurance that will work. Most of the cases the organization end up with a trial and error method for a period of 5 to 10 years. Which is actually good enough to run the learning organization as an well-oiled machine without much friction.

Therefore, the attempt would be primarily on the implementation or adaptation of a much simplistic or practical model not on adaptation of any theoretical model. In this context we would attempt to create a model education and training implementation structure for the attempt to create a learning organization. Here we will demonstrate and discuss about a learning and development model which is just a replica of the formal education model of School, College and University Education. Hereafter we will mention the model as SCU (School-College-University) Model. A step by step approach on this would be as mentioned below

We will discuss about a fictitious organization Upskilling Corporation:

1.     Upskilling School: This can be divided into again two categories

A.    Primary: This would be the basic training model for all new joining and training model for all the freshers typically applicable for all the new joiners for a period of 0 to 1 year of the joining.

B.    Secondary: This would be again a basic training model applicable to all for all diversified training modules required for Skill enrichment, performing in the present role and project delivery. This would be applicable to a large chunk of the resources like 70% to 80% of the workforce. The experience range would be 1 to 8 years.

This step 1 is similar to the school education model where students study all the subject to complete the basic study and gather knowledge for all subjects. The primary aim is to provide basic knowledge and create cognitive capability. Similarly, in an organization as well this step is kind of mandatory step for all as this is directly connected to the overall performance of the individual and project delivery requirements as well. It is dependent on the year of experience and at what level an individual is joining the organization.

We can hereby connect the Upskilling School or Grade 1 with the experience level as Grade 1 to Grade 10 as mentioned in a table. Therefore, it would be easier to track the career progress and training stage if any individuals. There is always a possibility that despite of years of experience the learning curve does not change for a low or average performer as in school also everyone does not qualify and move to the next class. In an organization those under performers also would be identified and the career progress will stop for them.

Unlike in a school the organization has to concentrate a lot in the competency mapping and assessment of an individual. The organization must understand the basic competency and hidden potential of every individual data which is an extremely important data for training need identification, performance management, career development and project allocation. The competency mapping and Skill Development must happen at this stage only for the successful implementation of the Stage 2 and 3.

 2.     Upskilling College: Specialized education starts from the college. Once the competency mapping or a primary career development plan is done the individual development plan can be started. In the Upskilling college based on the competency mapping and assessment followed by a well drafted career development plan the implementation of IDP can be done. This is actually the phase 4 of the education model of transformation of an entity as a learning organization.

Firstly,similar to school every individual will complete the basic education of all the mandatory skills required for the project delivery, skill enhancement and profile up-gradation. The stage 4 therefore will start once an individual have minimum 8 years of experience or more. At first the competency mapping and assessment of all the individual must be done, thereafter as per the career aspiration of the individual the career development plan can be done.

 In the IDP the involvement of the manager, leads and the leadership plan is mandatory as the primary identification of the required skill and draft of the career development plan must be prepared by the individual considering the training need identified in the Performance Management System. Therefore, the stage 4 or IDP is strongly connected with the PMS.

 3.     Upskilling University: This is the final and the stage 5 of the education model for the implementation of the learning organization culture. Which is Management Development Program, this stage is highly connected with the vision of the organization and to maintain the hierarchy structure of the organization.

In this stage same like the University education high level of sill specialization would happen. An individual will truly become an acknowledged highly motivated leader. Ideally for this stage an individual must have 10 plus years of experience. This stage is not only extremely critical for the individual but also for the organization. This is important for the below mentioned reasons:

• An organization must maintain the pyramid structure of the hierarchy.
• Every long serving employee must get an opportunity to move in the corporate ladder.
• The organization must have their leadership pipeline ready.

One thing we must consider in every stage the no of participant will reduce as the education level or stages are directly connected with the experience level.