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course design for business

March 6,2017

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course design for business

  1. 1. tas.chantree@siamcitycement.com Course Design for Business Impact for Thailand Cyber University Project March 6,2017
  2. 2. 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 Stakeholder Experience Force of Change Leadership Process Organizational Performance It is all about performance – not training objective Strategy Competent & Engaged Employee
  3. 3. 3Siam City Cement Public Company Limited ©SCCC | All Rights Reserved. 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 Investment PerformancePayoff ROI 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
  4. 4. 4Siam City Cement Public Company Limited ©SCCC | All Rights Reserved. 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
  5. 5. 5Siam City Cement Public Company Limited ©SCCC | All Rights Reserved. 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
  6. 6. 6Siam City Cement Public Company Limited ©SCCC | All Rights Reserved. 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,
  7. 7. 7Siam City Cement Public Company Limited ©SCCC | All Rights Reserved. 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%
  8. 8. 8Siam City Cement Public Company Limited ©SCCC | All Rights Reserved. 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
  9. 9. 9Siam City Cement Public Company Limited ©SCCC | All Rights Reserved. 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 1 2 3 4 5 1 2 3 4 5
  10. 10. 10Siam City Cement Public Company Limited ©SCCC | All Rights Reserved. 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
  11. 11. 11Siam City Cement Public Company Limited ©SCCC | All Rights Reserved. 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. 1 2 3 4 5 6 7
  12. 12. tasporn.chantree@siamcitycement.com THANK YOU All information contained on this presentation has been produced base on publicly available information from various sources. Should you have any comment to make regarding topic presented and their content, please contact https://th.linkedin.com/company/siam-city-cement and https://www.facebook.com/sccccareers You may directly download this presentation via

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