Life-long Learning

Quantifying the benefit of training and
education in company performance has
been a historic challenge. In the USA,
companies struggle to measure increased productivity. A recent HP study
comparing different educational tools
from online courses, skill seminars
to academic programs indicated that
the best is job rotation. In contrast,
Coca-Cola believes e-learning offers
them the benefit of integrating learning and knowledge management while
reaching a large remote audience. Nordstrum
& Ridderstale point out that MBA programs,
800 in Europe alone, still use the same classic
books used 25 years ago, uninspiring for those
expecting innovation. Life-long learning should
be a commitment by an individual and
their company. Accepting that it will
vary according to situation, occupation,
“career life cycle” and most significantly, an individuals learning style
– the way new information or skills
are absorbed and integrated into daily
work – is important for both. For companies, it means offering diverse staff
learning opportunities. For the individual, it means understanding that promotions come when learning transfer
has occurred and the company benefits from
tangible individual results. When both accept
their part in the development process, their
collective results will speak for themselves.
- Ausgewählte Berichte und Kommentare aus den Schwerpunkt-Ausgaben bereits erschienener economy Printausgaben.