Academic & Corporate Relation Gaps. The T&D Role In Fulfilling It! By Samer Rizk.
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Transcript of Academic & Corporate Relation Gaps. The T&D Role In Fulfilling It! By Samer Rizk.
![Page 1: Academic & Corporate Relation Gaps. The T&D Role In Fulfilling It! By Samer Rizk.](https://reader036.fdocuments.in/reader036/viewer/2022070404/56649f355503460f94c53126/html5/thumbnails/1.jpg)
Academic & Corporate Relation Gaps. The T&D Role In Fulfilling It!
By Samer Rizk
![Page 2: Academic & Corporate Relation Gaps. The T&D Role In Fulfilling It! By Samer Rizk.](https://reader036.fdocuments.in/reader036/viewer/2022070404/56649f355503460f94c53126/html5/thumbnails/2.jpg)
Outlines:
Today's Business Environment
The Increasing Corporate Needs
Gaps from Academia to Corporate
Role of T&D in Bridging Gaps
The Future Learning
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Today's business environment
Knowledge based economy
Strong global competition
Pervasive Globalization
Multicultural complexities
Frequent & Rampant change
Faster flow of information and communication
Increasing business complexity
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WAR OF TALENT
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Brain Teasing Facts
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Key Talent Challenge
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Talent Shortage By Position
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Increasing Corporate Needs
Adaptability to change &
Flexibility
Innovation & Creativity Strategic
Cost Effectivenes
s
Strong Leadership
High Communicat
ion levels
High Efficiency
Proactiveness &
application ability
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Gaps from Academia to Corporate
Academic & standard education has a limited flexibility.
Focusing on fundamentals & vocational, with few steps into corporate formal trainings.
Several emerging lines of business are untargeted with any specific curricula (ex Fashion Retail).
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Gaps from Academia to Corporate
Focusing on building competences more than competencies.
Academic suffers from slow change process, unable to cope with the fast change in business environment & generated needs.
Essential but no longer enough.
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Role of T&D in Bridging gaps
Continuous corporate skills update to new market tools
Corporate needs focused with flexibility in adapting to change
Develop the competencies for efficient use of competences.
Direct learning into specific tasks based on organization gap analysis.
Nurturing a “Knowledge based” workforce.
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IS IT ENOUGH?
IS IT PROACTIVE?
IS IT STRATEGIC?
IS IT RESULTS GUARANTEED?
IS IT COST EFFECTIVE?
IS IT RELEVANT
TODAY?
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THE FUTURE
Corporate Universities
Non Traditional Trainings
Blended Learning
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Corporate Universities To embody the soul and the identity of the company To face complexity and uncertainty To implement business strategies To foster corporate innovation To cultivate a learning culture
Through:
Developing identified future needs Being Strategy Driven in their curriculum Acting as corporate knowledge backbone Focusing Trainings towards the future Moving Training from being a cost center to profit center.
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Non Traditional Trainings
Non traditional classroom trainings Non formalistic student-teacher relationship. Non lockstep planned curriculums
Such as:
Knowledge cafes Video Games Learning Voice Learning Open debates sessions Learning blogs through social media Leadership Evening Experiential Learning
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Blended Learning Uses a blend combination of :
- Academic Education- Vocational Education- Classic classroom trainings- Non Traditional trainings- E-Learning
Different tools & methods developing the same need.
Serves as a corporate learning and R&D at the same time for businesses.
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Understand it
Adapt to it
Be aware, cultures matter…
Implement
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THANK YOU
References:
Bersin & Associates (2011)Sarros, J. C (2001)Mullins, L.J.(2010)Felce, A. (2011)Leedy, P.D & Omrod, J.E (2005)McDermott, K.(2008)