Learning Organizations
Learning OrganizationJessica CoutureMSM 620
Define Learning Organization
Past, Present, and future of learning in the organization
Examples of programs used Objective
There are a number of objectives for this presentation. We will
begin by defining what a learning organization is. Once we have
defined a learning organization we will then examine a company
regarding their learning organization. We will find out about the
past, present, and future of learning in that organization. In
addition, this presentation will provide specific examples of
programs used in the organization. As mentioned, we will start with
defining learning organization.2Learning organization: A company
that learns effectively and collectively and continually transforms
itself for better management and use of knowledge; empowers people
within and outside of the organization to learn as they work;
utilizes technology to maximize learning and production,
(Marquardt, 2011, p. 247).Definition
A company that learns effectively and collectively and
continually transforms itself for better management and use of
knowledge; empowers people within and outside of the organization
to learn as they work; utilizes technology to maximize learning and
production, (Marquardt, 2011, p. 247).
Reference:
Marquardt, M. (2011). Building the Learning Organization (3rd
ed.). Nicholas Brealey Publishing.3PastEmployees were not
cross-trainedNo program for current employees to move to Management
levelPresentManagement ProgramsCross-training available thru CBTs
& ShadowingFutureProgram that will prepare part-time employees
for Management Program
Past, Present, and Future
When discussing the past, present, and future of learning in the
organization, we hit upon a number of points. In the past Kohls has
not embraced cross-training their employees. Once an employee was
hired in a certain department, they remained in that department. In
addition, Kohls did not offer programs that assisted current
employees in moving to Management level. The present learning in
the organization covers a number of topics. Kohls currently offers
two different Management Programs that will be discussed in later
slides. Also, Kohls currently promotes cross-training employees by
utilizing the computer based trainings and by employees shadowing
other employees. In regards to the future learning in the
organization, Kohls wants to have a program in place that will help
prepare and encourage current part-time employees to get on the
management track.4Associates in Action (AA)
Manager in Training (MIT)
Advance into Management (AIM)
Computer Based Training (CBT)Examples of Programs
Examples of the programs that we will discuss are: Associates in
Action, Manager in Training, Advance into Management, and Computer
Based Training.5Started in 2001
Five employees volunteer for three hours
Kohls Donates Grant
Associates in Action
One of the programs that Kohls has is called Associates in
Action. This program was started in 2001. Non-profit organizations
that support youth can apply for the program. Kohls recruits
volunteers from their local store to help with the event. For every
five employees who volunteer for three hours, Kohls will give the
organization a $500 grant. This means that if the store can get 15
volunteers, who each work three hours, then Kohls will give the
organization a grant for $1,500.
Images can be found on:
http://www.kohlscorporation.com/communityrelations/Community04.htm
6Kohls recruits College Graduates
16-week training at a local Kohls store
Assigned to store within RegionManager In Training
Kohls recruits college graduates whose degree is in fields
varying from Business to Fashion Design. These recruits go through
a vigorous sixteen week training program at a Kohls thats located
within the district they currently reside. The training period
allows them to shadow the Store Manager and the Assistant Manager
to learn about their new job. After the sixteen week training
period, the recruit will then be available to be placed in a store
within the Region as the stores Assistant Manager. The MIT program
is a quick-paced training program that takes a brand new employee
and prepares them to become an Assistant Manager for a
store.7Current full-time Kohls employee
Experience as an Area Supervisor
12-Week Training Program
Assigned to store within RegionAdvance Into Management
AIM is the Advance into Management program that is designed for
current full-time Kohls employees. The requirement for this program
is to have experience as an Area Supervisor. AIM is a twelve week
training program that prepares current Kohls employees to become
managers. Once the employee has completed their twelve week
training program, they are then assigned to a store within the
region.8CBTs completed during first week
New Trainings
Update to processes Computer Based Trainings
Kohls provides Computer Based Trainings for their employees. A
number of CBTs are completed during the associates first week of
employment. These trainings range from videos that explain policies
to videos that explain procedures. In addition, CBTs are used for
current employees to demonstrate new processes and also to update
past processes. 9Variety of programs that
promote:CommunityAssociates in ActionEmpowermentCross-training in
different departmentOpportunityManagement Programs
Summary
As the previous slides demonstrated, there a number of programs
that Kohls utilizes to help learning in the organization. The
variety of programs promote a number of things including:
community, empowerment, and opportunity.10
