How Does IBM Transform Individual Learning Into Organizational Learning?
For IBM, learning is a device that reinstructs the human resource of an organization, direct and encourages them to initiate and deal with the organizational changes. IBM believes that learning boost employees efficiency and proficiency, foster employee devotion and enables them to bring out their best individually and collectively. It has taken its learning process through such a transformation that enabled it to develop into a market leader.
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It’s been 90 years since IBM is making a mark in providing with high quality education to develop the skills of their workforce. They believe in learning as a future investment. Since the establishment of its learning department, it has constantly kept developing and devising new learning and education strategies. In 1900, IBM advanced itself into service industry which required the employees to be competent enough to deal with- and the excellent standard of IBM’s education paid off.
Implementation of Cutting-Edge Strategies in Learning
Former learning methods i.e. through a direct interaction in a classroom had proven to be time-consuming and costly. IBM has been emphasizing on improving their employees core competencies on job, which in turn augments the business effectiveness. There is a reciprocal relation between intellectual, interactive and environmental learning (A. Bandura). So, eventually better individual performance could be molded into organization’s efficacy through better learning strategies developed by the organization.
Learning Governance Model
It allows IBM throughout the globe to take part in arranging and ensuring vital learning priorities. They are ensured by keeping to six principles that abides the International learning organizations to invest more in business learning activities, assimilate IBM’s learning strategies to imply them widely, ensure cost productivity and a superlative approach in establishing a learning system.
IBM Learning Investment Council oversees and guarantees that the business learning pre-requisites are addressed. IBM Management Council steps in during the next stage and directs development of learning.
Blended Learning Approach
This is a conflation of four learning approaches arranged through the stages in a way that it provides an ideal learning condition to the learner.
Factual learning through material available online is focused on, as it provides the learner with both ease and interest in learning activity. Then the approach of practical learning is emphasized, which provides the learner an on-job experience through virtual reality themes. Interactive learning is carried out online through communicating other learners and experts in simulated labs and online sessions. The real interaction comes in classrooms which rounds out the earlier stages making a perfect learning environment with lectures and guidance of proficient coaches and mentors.
IBMs Signature Selling Methodology and Basic Blue for Managers is a couple of validated examples.
Prolific Learning Transformation Projects
With the ever changing business scenario, business are encountered with not only latest and unacquainted technology but also a burden of coming up with effective plans to cutback cost while increase revenues. From this viewpoint, employees need to advance themselves, as their development and efficiency benefits not only them but the company as well. Moreover, organizations also need to preserve their workforce. They provide employees with benefits and learning programs to enhance efficient achievement. If good performance is provided with reinforcements like incentives, it will result in secondary conditioning. (B. F. Skinner)
Employee Development Transformation
In 2003 IBM implied a distinct set of nine core job competencies to assist the employees in enhancing their job proficiency. A development course was generated emphasizing on endorsed skills, personal growth and strategic transformation which became a key foundation for employees learning.
IBM Connections was a plan devised to foster an environment of employee relationship and effective communication of the new employees, through various activities based on blended learning system. It helps in nurturing their job dexterity and confidence in organization.
Technical employees are provided with roadmaps that incorporate certain essential features, and are favorable for their training through blended learning program.
Initiated Sales Programs
Today Sales is of utmost precedence and a key field in any business. IBM also formulated a plan to achieve excellence in their sales and services. For the purpose, they strive to develop (a) rapport with clients and company executives, (b) Highly proficient and savvy sellers on service and (c) custom-made or integrated business solutions for clients. IBM portal, Signature Selling Methodology and exceptional workshops were designed to meet the particular objectives, which brought about amplified productivity and escalated profits.
Management Learning Transformation
In 1999, IBM ventured its very first blended learning program, “Basic Blue” targeting new manager. This three leveled management and leadership development program brought a revolution in the learning industry. It was a discernible feat and had a prodigious effect on IBM’s subsequent learning methods.
IBM also defined a manager’s role from an on-demand viewpoint. Managers attend to critical issues with the business unit and perform strategic planning and decision making. It is a five-phased program with a combination of different learning methods and tools.
E-Learning and E-Business
The homepage of IBM delivers updated business news and tailored information to all employees worldwide. It provides space for employees to team up virtually and impart solutions and learning experience. It helps business managers address the needs of their clients in a better way.
In 2003, IBM initiated an offer of serving 90,000 IBM Business Partners by providing skill plans that helps them reinforce their company strategies. It encompasses core competency roadmaps for five fields of business. To reinforce this program, IBM ventured PartnerWorld University to develop Business Partners’ e-business education through online lectures.
IBM’s Organizational Learning Strategy
In business today it has become crucial that learning undergoes a transformation process. IBM strives to develop a learning environment for employees where they can put their knowledge and expertise to both, theirs and company’s benefit. It is important that learning initiatives are related to business needs and are considered as vital step towards goal achievement. (Charlie Gillette)
Considering above, IBM’s future strategies incorporate investing in innovative learning plans having maximum impacts on business outcome and come up with universal learning process that address the needs of target market.
To attend to the posterior business demands, however, it’s needed to redesign and revamp the typical and orthodox learning method. IBM has achieved success with each of their ingenuous methods of learning developed according to the demand of the period. With their blending learning methods and intranet, focusing on e-learning, addresses to the need of business today where people prefer integrated information and solutions promptly. Effective online learning strategies provide considerable and quantifiable benefits that assist in delivering substantial, long-standing success for an organization. (Charlie Gillette)
Latest technologies are applied to learning methods and business strategies. To gain maximum competitive advantage, IBM concentrates on delivering innovative and transformational learning to each level of employee. This approach is not only a demonstration of IBM’s success story but also vital for advancement of business learning industry.
Works Cited
Bandura, A. (n. d.) Social Learning Theory. Retrieved August 28, 2008 at: http://tip.psychology.org/bandura.html
Gillette, C. (2005, January). Improving business performance through e-learning. Chief Learning Officer. Retrieved August 28, 2008 at http://www.clomedia.com/columnists/2005/January/846/index.php
Skinner, B. F. (n.d.) Operant Conditioning. Retrieved August 28, 2008 at: http://tip.psychology.org/skinner.html
