Build a Corporate University

Research shows that training leading to both vertical and horizontal career development is one of the primary factors employees use to determine whether or not to leave a company.

This training and development can best be accomplished through the use of structured learning pathways that allow your staff to build both technical and soft skills applicable to their function and own unique experience level and skill set.

The complete set of learning pathways and standard training offered is sometimes referred to as a “Corporate University”.  A corporate university can be as large and formal or as small and informal as the company requires.  

Implementing an internal corporate university addresses 8 key objectives:

• Helps to attract the best possible people in a competitive labour market
• Increases employee retention by creating a culture of learning and career development
• Creates an upskilled workforce through both vertical and horizontal development
• Reduces hiring and firing costs through increased retention
• Creates a best practice culture of more open, trusting communication through behavioural training
• Carves out a competitive niche for providing more highly skilled staff than the company’s competitors
• Provides credibility for the company as an employer of choice
• Provides confidence to company clients they are hiring a professional organisation with a well educated team

The corporate university is built in 3 consecutive phases:

Phase 1

Objective
To develop a knowledge pathway of training needs for every role at the company which allows us to propose targeted training solutions.

Strategy
We begin by interviewing key stakeholders within the company to build a foundation of knowledge about your business.  

We then create a questionnaire for all managers and team leaders around the functions of each of their direct reports including a sample skills matrix. Through completion of the questionnaire and face to face interviews, we ensure all functions are captured and create a final skills matrix for each function within the company and submit this ideal skills matrix to senior management for approval.

Concurrently we distribute a survey to all company employees to gather information on the sort of training they would like to enhance their current roles and career. This will facilitate immediate buy in and ownership from the beginning of the project and promote the company as an organisation who respects the input of their employees.

Whilst we will provide a knowledge pathway for each role, it must be acknowledged that individuals vary in their needs so a training needs analysis should be conducted for each employee by the HR Function or line manager to modify the functional learning pathway to an individual one.

Phase 2

Objective
To source appropriate suppliers, costs and methods of delivery.

To source a Learning Management System solution appropriate to the needs of the company.

Strategy
Based on information gathered in Phase 1, we source appropriate training providers for both technical and non technical skills training.  Each training solution will be assessed in terms of its online/offline and internal/external capabilities and link to current accreditation schemes.  In this phase we will also consider the advantages of an internal Company accreditation program and the methodology required to ensure success.

This phase also includes a needs analysis for and review of potential Learning Management Systems appropriate for a company of your size.

Phase 3

Objective
To launch the University to the company.

Strategy
The way in which the university is launched can vary but we strongly suggest that there is a significant level of importance attached to it to encourage buy in.