Organizations are forever grappling with the best methods of corporate training. Yet what most are not being able to realize is that work patterns have changed enormously, and learning models need to adapt accordingly. What is needed now is unlearning the older habits as they are driving down business results. Unlearning can broadly be divided into three parts. First of all, the mental model has to be veered away from the teachings of Michael Porter on competitive edge, as now collaboration enables exponential not incremental growth. For this new model needs to be developed. Social media is still a source not tapped up to its potential. The new attitude also requires consumers to be treated as business partners and employees to be treated as customers. This shift in mindset is not a linear process but will gradually take hold.

Source:https://hbr.org/2016/11/why-the-problem-with-learning-is-unlearning

Research firm International Success Academy attributes that per dollar spent on corporate training, leads to a 30% improvement in productivity. In fact, increasingly it has become very difficult for organizations to retain un-trained professionals as these people may not be able to work in changing technology driven scenario. Losses abound to over US$ three hundred billion every year in the US. Talent research firm Capterra has concluded a study to outline twenty of the best Learning Management Systems (LMS) commonly cited at the workplace. It maintains that the aspects most challenging for corporates using LMSs are user experience, customer servicing and task completion rates. Something that really distinguishes between vendors is the support and training facilities provided. Most LMSs fail at convenient scheduling. Sky Prep and Bridge have emerged from the study as the best LMS platforms. Experts feel that LMSs must aim to be adaptable across all platforms, devices or operating systems. Also they must be brand-able to leverage the business potential.

source:http://www.hrdive.com/news/what-makes-learning-management-systems-effective-for-corporate-learning/428909/

Professional development of present day employees through corporate training programmes is a major challenge for organizations. So seven ways have been identified which can help in achieving those goals. First of all developing a sense of purpose behind the work is necessary so employees feel motivated. A growth mindset needs to be inculcated among employees as only then will they feel the urge to take the extra step as a matter of mutual benefit between themselves and their organizations. Constant learning opportunities must be provided to them so they can grow along with work. An Executive MBA could be one such arena. Talent managers must draw career paths for advancement of the employee so that the latter get some control over their own progress, now better mapped. Employees tend to respond better to switching between work profiles as that allows them to develop cross- functionality. Modern employees also prefer a sense of autonomy in their work, freed from the shackles of rigid hierarchical structures. Companies must also incentivize growth and development. A better trained employee is better for the organization especially in times of digital disruption.

source.http://www.business2community.com/human-resources/7-easy-ways-support-professional-development-goals-01684811#k861ZxWM0HTZQv39.97

With business patterns changing, and several challenges being faced, companies are involving freelancers or specialists to fulfill several roles. Agile talent provides them with the speed, cost efficiency and flexibility. Research anchored by Accenture states that over the next decade or so, barely half the workforce will involve full-time staff in markets such as Western Europe, Hong Kong and Silicon Valley. Thus corporate training has started acclimatizing to this scenario. Technology enabled peer based learning is now replacing the earlier method of an expert guiding juniors. JOLT for example is a platform that allows professionals to share their learning with the peer group while executing all of this in substantially less time. On a related concept, team- based sessions are replacing ad-hoc groups. This enables the fostering of string collaborative ties within an organization. Investment for such sessions has moved on from only being for full-time staff, with agile talent also now included so they feel part of the bigger group. Training opportunities are now being seen as developmental and not to rectify any skill deficiency. That is why lots of professionals are opting for Executive MBAs or MOOCs based courses. Some of the training sessions even involve customers so their concerns may be directly addressed by the providers.

source:https://hbr.org/2016/10/how-learning-and-development-are-becoming-more-agile?referral=00563&cm_mmc=email-_-newsletter-_-daily_alert-_-alert_date&utm_source=newsletter_daily_alert&utm_medium=email&utm_campaign=alert_date

The present business world is littered with challenges most notably disruption in various industries. In such a scenario, the right form of leadership development is essential so that a pipeline of trustworthy leaders can be groomed up. Management training to be imparted to potential leaders is very different to conventional sessions as it involves more than skills being imparted, a discussion on various emotional aspects. Dealing with conflicts, staff attrition, time and project management are some such fields. Many feel that they have certain talents but do not really manage to leverage them to the fullest potential, leading to ineffectual staff being promoted. Also a lot of such training only occurs at entry level positions.

source:http://www.hrdive.com/news/corporate-leaders-demand-better-training-to-face-todays-workforce-challeng/427951/

While corporate training is now an integral part of most organizations of some size, many managers feel they may be better off without it. Training not related to business goals has little benefit to the organization. Simply investing does not help out till proper analysis of the sessions’ effects takes place. This is why a Corporate Learning Improvement Process (CLIP) has been developed by the European Foundation for Management Development which charts the various points all such programmes must include. This will help channelize the funds projected now at over seventy billion US dollars, in the right direction.

source:http://www.hrdive.com/news/without-a-strategy-corporate-learning-wont-bring-strong-roi/427956/

We are a business school in our 15th year of operation, and have been consistently been acknowledged for our learning environment and accomplished faculty – well reputed in their domain.   For your information I would like to share our most recent B School Rankings which were possible to a very large extent with your patronage

•    CRISIL for the first time has graded educational institutes and chosen Skyline Business School as one of them with an         All India grade A and  state level A**
•    Outlook magazine has placed Skyline at 70 position among the top B Schools 
•    Business World Best B School Survey 2010 just released has placed Skyline Business School at the 11th position in Industry Interaction,29th position by Pedagogy, 27th position from Students’Ranking while overall ranking is 71 (All India)

We are a business school in our 15th year of operation, and have been consistently been acknowledged for our learning environment and accomplished faculty – well reputed in their domain.   For your information I would like to share our most recent B School Rankings which were possible to a very large extent with your patronage.

We have restructured our training and consultancy activities with focus on developing industry engagement in areas where our team of faculty and consultants have acknowledged strength.   

The nature of engagements could typically be in the form of training workshop, consulting assignment or a consulting assignment starting with a training workshop. 

We look forward to explore training and consulting opportunities in areas where the engagement will be a mutually rewarding experience.

Encl-.
A.    Training workshops
B.     Consulting areas
C.    Profile of key trainers / consultants