Human Capital and Corporate University

Focus Group Discussion LETMI ITB

Pokok Bahasan
Human Capital Development di Perusahaan Challenge in Human Capital Development Corporate University Human Capital n Corporate University

Corporate Human Capital Development

Traditional Training
Characterized by: Classes Instructors Focus on personal development Focus on solving problems within content of a course. Succession Planning Finding those who will move up and replace others. Knowledge Management

Characterized by: Databases containing information about what has been successfully or unsuccessfully Organizational done. Development Team Learning Characterized by: Focus on group dynamics .

Talent Acquisition Focus on hiring the best people internally or externally.

Characterized by: Understanding of systems and people in systems. Focus on change and innovation Internal business consulting . Academic Values Career Development Characterized by: Focus on long term personal growth Employability

Characterized by: Focus on theory Invention and Discovery R&D Future.

Current State of Corporate Human Capital Acquisition & Development

Retention

Executive education Org Dvlp, Corp culture project, CMO Academic Education Career Development

Succession planning Traditional corporate training

Team Bldg Recruiting Orientation

Knowledge Management

Competitive Business Challenge

Global Changes, Competition and Markets Technological Change
International Economic Integration Maturation of Markets in Developed Countries Globalization and open economy

More Threats
More domestic competition Increased Speed International competition

More Opportunities
Bigger markets Fewer barriers More international markets

More Large-Scale Changes in Organizations

Structure change Strategic change Culture change Knowledge management, enterprise resource planning Quality programs
Source: Adapted/ Based on John P. Kotter, The New Rules: How to Succeed in Todays Post-Corporate World (New York: The Free Press, 1995).

Mergers, joint ventures, consortia Horizontal organizing, teams, networks New technologies, products New business processes E-business Learning organizations

Etc.

Transformation

Are Human Capital Devs. Suitable for Organizational Change ?

Business Restucturing

Business Process Reengineering

Total Quality Management

Etc.

CHANGE

IN

TARGET

Strategy

Structure

Process

People

ENABLING Factors for Successful Change in Organization

Leadership
Capacity Capability Culture

Dynamic Role of Leaders and Human Capital Development in Organizational Change

Capacity

Strategy

Structure

GOAL

Capabiliy

System

Leadership

Culture

SharedValue

Driver

Enabler

Changes

Output

Human Capital Development Target

The Learning Organization Continuum

Tactical Learning

Integrated Learning
Focus on developing employees skills and capabilities against a bestin-class model through formal and informal training.

Strategic Learning

Focus on filling gaps in employees current job roles or on specific projects

Focus on integrating all components that affect human performance.

The Learning Organization Continuum

Tactical Learning

Integrated Learning
Focus on developing employees skills and capabilities against a bestin-class model through formal and informal training.

Strategic Learning

Focus on filling gaps in employees current job roles or on specific projects

Focus on integrating all components that affect human performance.

Training

Management Development

Corporate University

Why Corporate Universities?

To address two major issues all organizations are facing. . .

Business Issues
Competitive Pressures e-Commerce Changing Consumers

Talent Issues
Changing workforce Demographics Skilled Worker Shortage

Consolidation is Needed
These disparate pieces of Corporate Human Capital Developments need to be merged, coordinated, rationalized.

Emerging State of Corporate Human Capital Acquisition & Development

Executive education Retention Succession planning Traditional corporate training

Org Dvlp, Corp Culture Proj, CMO

Academic Education

Career Development

Team Bldg

Recruiting
Knowledge Management Orientation

Definition of a Corporate University

A corporate university is an educational entity that is a strategic tool designed to assist its parent organization in achieving its mission by conducting activities that cultivate individual and organizational learning, knowledge, and wisdom.
Source: Allen, The Corporate University Handbook (2002), p. 9.

Nine Steps to Create Corporate University

How do we measure our success? What does the organization really believe in? What guides us? Who benefits?
Strategic Direction Metrics Structure

What are we doing & why? Planning and Decision Making

Organization Reporting Relationships

How do we communicate What we are doing and why we are doing it? How do we celebrate success?

Marketing

Operating Principles, Scope, Stakeholders

Who tells us what to do?

Governance

What curriculum and courses are we offering? How are we delivering them?

Performance Analysis & Development Funding

What kind of people work in the CU? What skills are needed?
Staffing & Skills

Source: Global Learning Resource, Inc., 2004

Who pays for the CU? How are curricula funded? What our budget?

Institutionalized from DIBTA Group

Lesson from PERTAMINA Corporate University

Lesson from PERTAMINA Corporate University

Corporate University Wheel

Other Benchmark
It is estimated that there are over 5,000 corporate universities in the US, plus hundreds more in Canada

Next Generation Corporate University Activities

Strategic hiring New employee orientation Succession planning Culture change Fostering an ethical environment Strategic change
Source: Mark Allen, Ph.D. Learning 2010 :

Next Generation Corporate University Activities (continued)

Manage partnerships and strategic alliances with universities and other entities Career planning Mentoring Executive coaching

Source: Mark Allen, Ph.D. Learning 2010 :

Next Generation Corporate University Activities (continued)

Research and Development Library Museum or Heritage Center Knowledge Management Wisdom Management*
Source: Mark Allen, Ph.D. Learning 2010 :

Wisdom Management: The Knowledge Continuum

Wisdom

Knowledge

Information

Data

Source: Mark Allen, Ph.D. Learning 2010 :

The Wisdom Management Problem

60-90% of all job-related skills and knowledge acquired in a program are not being implemented on the job. Jack Phillips This is a 90 billion dollar problem in the US alone each year!
Source: Mark Allen, Ph.D. Learning 2010 :

Wisdom Management
Wisdom management is a planned and systematic process by which an organization manages how its employees use and apply their knowledge and skills in ways that benefit the organization. Allen, M., The Next Generation of Corporate Universities (Pfeiffer, 2007).

TERIMA KASIH