T5S3 - Learning academies
Corporate academies are back, and they’re different. Always business-focused, they are now more agile and focused not just on technical skills, but also on leadership and o playing a strategic role in workforce planning and talent acquisition. For organisations serious about a long-term skill strategy, they demand consideration. This is the story of two academies making a different to their organisations.
Building organisational capability with corporate academies
The corporate academy is one pillar in a strategy of continuous workforce learning. Although it has a long history, it has long evolved away from the corporate monolith of mid-twentieth century. Today’s academies are slimmer, more responsive, and capable of meeting corporate learning needs in both the short- and long-term.
In this session we hear from two case studies implementing different approaches to the corporate academy – in software and in manufacturing. Both provide ongoing training and development opportunities to employees but their context, content and challenges are very different.
And modern corporate academies go beyond training. They can, and often are, tied directly into workforce planning, future skills development and resource management, playing a strategic role with talent acquisition.
We will examine the challenges of starting up and running a corporate academy, including identifying the right mix of skills and training programmes, choosing the best delivery mechanisms and going beyond training.
- Building support for academy launch and ongoing provision
- The positive motivational impact of academies
- Online or face-to-face? Selecting the right delivery mechanisms
- Ensuring your academy remains flexible and responsive to business needs
- Widening the scope of your academy beyond training.
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