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Proposal for 24x7 on line Training For
the Group
( System Requirements For this Presentation
are Real or Window Media players, Adobe Acrobat Reader, Macromedia Shockwave
Player, Window Explorer, PowerPoint, Word, Excel. Also all links to be
opened in new windows. )
[ 1]
 I
am totally convinced that a big market is available
for a comprehensive professional ( 24 x 7 ) training
programs online for small, medium and big Companies. Also for a lot of
Disciplined and Organized individuals who wants to acquire new knowledge and
skills.
To address this question up front and
succinctly, I believe that training is on the eve of a revolution and that five
forces will drive it.
-
First, economy
everywhere has shifted from an industrial to an information base. This means the
population will require more education to function in the new economy and
education must continue throughout life as the "half-life" of knowledge gets
shorter and shorter.
-
Second, the
demographics of higher education have changed. The new majority of college
students are older, part-time, and working. Higher education is not the most
pressing concern in their lives. It is often overshadowed by jobs, spouses or
partners, families, and friends. These students want higher education that is
convenient, is efficient in providing service, offers quality instruction, and
is low in price. They are prime candidates for stripped-down versions of college
without electives and student services. They are excellent prospects for
distance learning, available in their homes or offices.
-
Third, new
technologies are likely to have a profound influence on higher education. They
are the largest megaphone in postsecondary history allowing colleges and
universities to reach larger numbers than ever before in history, at any time
and any place. Moreover, technological capabilities are encouraging the rise of
global universities, which transcend national boundaries. The most successful
institutions will be those that can respond the quickest and offer a
high-quality education to an international student body.
-
Fourth, the private
sector is investing in higher education at a greater rate than ever before.
Viewing postsecondary education as the next American health care industry––low in
productivity, high in cost, poor in management, and uninvolved in
technology––profit seekers believe collegiate education is in need of a
private-sector makeover.
-
Fifth and finally,
there is a growing convergence between knowledge-producing
organizations––publishers, television, libraries, museums, concert halls, and
universities. All are using new technologies to distribute their content to
reach larger and larger audiences. The result is that all are producing things
that look increasingly like courses.
With
correct outsourcing and alliances for products, a 24x7 program can aim to have
brilliant and best in class courses.
Training
is becoming more individualized; employees and companies, not institutions, will
set the educational agenda. Increasingly, employees will come from diverse
backgrounds and will have a widening variety of training needs. New technologies
will enable them to receive their education at any time and any place– at their
companies, in the office, at home, in the car, or on vacation. Each employee
will be able to choose from a multitude of knowledge providers the form of
instruction and courses most consistent with how he or she learns.
Technological innovations, new product markets, and a diverse
workforce have increased the need for companies to reexamine how their training
practices contribute to learning.
A systematic approach to training,
is required, including needs assessment,
design of the learning environment, consideration of employee readiness for
training, and transfer-of-training issues.
Training methods and the key to successful training is to
choose a method that would best accomplish the objectives of training.
Many companies have adopted this broader perspective, which is
known as high-leverage training.
High-leverage training is linked to
strategic business goals and objectives, uses an instructional design process to ensure that training is
effective, and compares or benchmarks the company’s training programs against
training programs in other companies.
High-leverage training practices also help to create working
conditions that encourage continuous learning.
Continuous learning requires employees to
understand the entire work system including the relationships among their
jobs, their work units, and the company.
Employees are expected to acquire new skills and
knowledge, apply them on the job, and share this information with other
employees. Managers identify training needs and help to ensure that employees use
training in their work.
To facilitate the sharing of knowledge, managers may use
informational maps that show where knowledge lies within the company (for example,
directories that list what a person does as well as the specialized knowledge he
or she
possesses) and use technology such as groupware or the Internet that allows employees in
various business units to work simultaneously on problems and share information.
Please have a look on the following :
Also would appreciate that you go through the following presentation. (
Sorry,
that it is a 1 hour presentation of BSC on aligning HR with Business Strategy )
( can be left to the end of presentation, if time is a constraint ).
Aligning Human Capital with Business Strategy
BSC Online NetConference
Original Broadcast Date: January 27, 2005
FEATURING: Cassandra Frangos, Human Capital Practice Leader, Balanced
Scorecard Collaborative Today's most successful companies have realized that
human capital represents the only real sustainable competitive advantage.
Organizations that use the Balanced Scorecard to align their human capital
with their strategy have achieved both bottom line and strategic results.
Learn how these organizations use the Balanced Scorecard to assess the
readiness of their human capital to execute their strategy and create a
workforce that drives strategic success. Also receive a preview of this year's
Human Capital conference with featured speakers: Tom Stewart, IBM, Nextel,
Wells Fargo, Mellon Financial, KeyCorp, Gray-Syracuse, Home Depot, DoubleStar,
Great Place to Work Institute, Texas State Auditor's Office, Motorola U.S.
Office of Personnel Management, and Social Security Administration.
Please open the following pdf file & the Windows Media audio
file in new windows and use them together.
 Slides on Our Server
 Audio on Our Site
Also view this video on how people are getting their news.
Dec. 13 - What's next in tech for 2006? Futurist Mark
Anderson -- whose Strategic News Service newsletter counts Bill Gates as a
reader -- shares some predictions.
This article give us a preview of what will happen to digital
books.
Lighter devices, better displays, and the iPod craze could
make them best-sellers By Burt Helm - February 27, 2006
[ 2]
A
Sample of Proposed On Line Content Resources for Marketing
is available in the left columns or this
link.
Please note that some pages of this content will be changed on a daily or weekly
basis.
All
e books as per subjects must be purchased. Please see
Recommended
e books & Magazines.
[ 3]
The
breadth and choice of instructional technologies has gained incredible steam.
Today's specialists can choose from virtual classroom tools, simulation tools,
discussion board tools, collaboration tools, content management and authoring
tools, streaming media tools, assessment tools, and so on.
I have
made a detailed visit to the Higher Colleges of Technology Campus in Abu Dhabi
during my last visit. Accordingly I suggest cooperation with them for
outsourcing and use of their facilities for production of our courses.
Most
of the subjects provided in [ 2 ], their Student Center content with testbank
are available for WebCT, Blackboard, and McGraw-Hill's PageOut course management
systems.
If you
are not using a web office please see
Recorded Webinars
from WebEx Web Office. Please also see the link
Marketing outsourcing for more.
[ 4]
After
the
needs assessment, planning the design of the learning
environment, consideration of employee readiness for training, and
transfer-of-training issues.
A
business plan and a marketing plan to be developed for the courses required, under the
guidance from the responsible managers and approval of your company.
This
plan will take two years for full implementation. But content can begin to be
used by employees within the first two months. Staff required are me as Chief
Learning Officer ( CLO ) for this program and one person with
knowledge of Window office including FrontPage, Word, PowerPoint, Excel and
Access. Also Adobe Acrobat & Macromedia.
We
shall develop a business plan that spells company goals and objectives, sets
realistic and achievable quantified targets, and defines programs to make it all
happen.
At the
end, the aim will be, a high performance business, which set strategies to satisfy
key stakeholders... by improving critical business processes... and aligning
resources and organization.
Hoping
that this proposal for effective 24x7 educational programs will be
accepted.
Thanks & Best Regards
Ali Shawki Ahmed Shawki
For Further clarification,
please feel free to contact me at
shaw4545@yahoo.com
or 002026921757 / 0020105006656
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