What is a Corporate University ?

• Corporate University vis-à-vis a traditional University o A Corporate University is so-called because it is similar to a traditional university in many respects. A traditional university is one where there are defined courses or programs taken by students to attain a specific degree or qualification. Syllabi and curricula are clearly spelt out and so are the proficiency levels – measures in terms of marks or grades. Similarly, in a Corporate University, the Knowledge, Skills and Competencies (equivalent of Proficiencies in a traditional university) required for each role will be clearly documented. o In a traditional university the assessment of learning is done by a committee of examiners who evaluate performance and then moderate / normalize their award of marks / grades by a process of ‘calibration’ through mutual discussion. In a Corporate University this role is played by Assessors in an Assessment Center or by other validated and calibrated means. Thus, like a traditional university, a Corporate University is a proficiency development and certification body (internal to the organization). o However a traditional university, largely, creates ‘generic’ proficiencies – not customized to specific industries or organizations. Hence, the students of a traditional university need retraining to fine tune their Knowledge, Skills and Competencies to meet the particular requirements of their employer. The Corporate University, on the other hand, ensures that every learning solution offered is mapped rigorously to the specific needs of the organization – and is sharply focused on the terminal objectives of the exercise – leading to the achievement of specific organizational objectives. • Corporate University vis-à-vis a Training department o A Corporate university is not a Training department with a fancier name. o Training departments focus on planning and conducting Training events (based on identified Training Needs). o A Training event, by itself, rarely serves the purpose of the organization. The success of the Training exercise is delivered by the number of activities that need to be well planned and well executed prior to and post the actual Training event. 1. An organization has to have a clearly documented job description for each role along with the Key Result Areas and Key Performance Indicators for the role 2. A list of competencies required for each role and the behavior indicators to the level of the competency in each individual needs to be created 3. Competencies need to be measured and competency gaps identified for each individual. Training Needs based on current and future roles have to be articulated as Individual Development Plans 4. The Training event (Instructor Led, Self Paced or Technology Based) is delivered to the individual based on the Individual Development Plan 5. Post the Training event, methods like Action Learning Projects and Coaching need to be used to help the learner apply the learning on the job and internalize the learning till it becomes a habit 6. Finally, measurement is required to ensure the extent to which the learning process is being translated to business benefits for the organization o Most Training departments focus on the planning and delivery of Training events. A Corporate University focuses on the event plus all that needs to be done before and after the event to ensure its relevance to the organization’s goals as well as to meet the Individual’s development needs. A Corporate University is, thus, a far more evolved entity than a Training department. o While the word University or ‘varsity’ raises visions of buildings and lecture halls; labs and exam halls – Corporate Universities are different. Most Corporate Universities are not ‘physical campuses’ but ‘experiential processes’ – where all levels of employees and value chain members are involved in continuous life long learning to meet well defined terminal objectives. A Corporate University is, thus, a centralized ‘strategic umbrella’ for the continuous education and development of employees and value chain members. o A mature ‘learning organization’ will meet the dual objectives of comprehensive learning solutions to meet all requirements of the organization’s goals and strategies along with ensuring the cost effectiveness of its portfolio of learning solutions by following a 2 key steps : ▪ Every strategic decision taken by the top management and every strategic goal laid down for the organization will be accompanied by the question, “What initiatives will our Corporate University need to undertake to ensure the successful achievement of this goal?” ▪ Every learning initiative suggested by the Corporate University should be expected to justify itself by establishing the specific organizational goal that it will drive towards success o Thus, a good Corporate University will, continually, expand the capacity of the organization to create its future o An increasing number of companies desire to be perceived as ‘employer of choice’ in their industries and geographies. Consequently, they are using their investment in the employee’s learning as a means to attract and retain the best and brightest. And Corporate Universities have a key role to play in demonstrating the focus of the organization in this area.