Corporate Training Models

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Many organizations prefer to have employees who are well trained in corporate matters in order to meet the modern expectations in the business world. A university that has got a corporate structure specifically provides job-specific training for both corporate and managerial personnel of a particular company (Brown, 1998).

Many companies across the world have adopted this mode of training hat has got a limited scope compared to the traditional training at universities. This kind of training ensures that the personnel of a particular company are well equipped with specialized skills needed in the corporate world (Brown, 1998).

Many organizations are considering the idea of corporate training in their training structures for them to produce complete employees. This paper will highlight the corporate training models in university structures and why many organizations prefer the corporate training system.

There are quite a number of training models used by organizations to train their employees in corporate matters. To begin with, the campaign approach has been proven to instill a sense of innovation. It is important for a corporate training model to retain and maintain the value of the organization. The campaign model fosters blended learning that is essential for corporate interaction and collaboration.

This type of corporate training model borrows its idea from marketing (Brown, 1998). When marketing a particular product or idea, marketing executives tend to use all the available avenues to ensure maximum outreach. In order to retain organizational value, the campaign approach is normally used.

This model of corporate training ensures that the trainees are assertive enough when dealing with multiple modalities. Organizational initiatives can only be successful if the management personnel have this type of training. Technology has continued to play a major role in facilitating training. The blended approach incorporates technology training for effective learning delivery.

The internet and other multimedia tools are example of technological tools used in corporate training models. Apart from providing technological tools, there must be a strict sense of commitment to ensure full implementation of the technological tools in order to improve learning capabilities of trainees (Paton, 2005).

The human resource department has the responsibility of ensuring that the technological tools available are utilized in the best way possible. The blended model of corporate training includes incremental training in innovation which enables employees to come up with new ideas that can benefit their parent organizations (Paton, 2005).

Corporate training fosters practical innovations that can completely revolutionalize how business is done. The technological model enables the trainees to form business groups that are very important in the business world. Innovation training goes beyond the classroom in order to inject some enthusiasm in the training.

His model of training has the main objective of giving the employees some form of personal fulfillment as well as bringing business success. Corporate training is very demanding because it is supposed to develop a person as a whole apart from skills transfer.

Corporate training models are designed to facilitate both learning and personal development. In order for organizations to perform well in terms of profits, it is important to adopt employee development.

Corporate training models impart skills that ensure effective management which in turn promotes quality and customer satisfaction. Corporate universities have continued to produce all round trainees compared to traditional undergraduate and postgraduate studies offered in traditional universities (Noe, 2002).

Successful companies such as Toyota and Sony have adopted corporate training programs for their employees and that is the reason why they are enjoying good profits. Effective corporate training models should follow the entire training process. To begin with, there is need to assess and completely agree on all training needs.

The corporate training model should also have development specifications together with the required standards. Since the employees have different personalities including learning styles, it is important to consider these factors before deciding the type of training an employee needs to undergo.

The training model should be well planned with strict evaluation criteria as a way of maintaining the quality of training. It is vital to have presentations as one of the best methods of delivery (Noe, 2002). It is also necessary to prioritize training so that the skills learnt affect the performance of the organization directly.

Some of the commonly used models in corporate universities include the conscious competence learning model, the role-playing model and the experimental learning method.

Mentoring is another important aspect of corporate training where trainees are allocated mentors to guide them through their training. In corporate training, the trainees are trained and then given an opportunity to practice the real job as their progress is monitored by those in charge of training (Noe, 2002).

In conclusion, corporate training is the way to go for any organization that wants to remain competitive in the modern business world. Corporate training models are being incorporated in the university structure so that graduates are fully equipped with the special skills needed in the corporate world. Apart from fostering business development, corporate training also brings personal satisfaction.

References

Brown, S. (1998). Evaluating corporate training: models and issues. New York, NY: Springer.

Noe, R. (2002). Employee training and development. New York, NY: McGraw-Hill/Irwin.

Paton, R. (2005). Handbook of corporate university development: managing strategic learning initiatives in public and private domains. New York, NY: Gower Publishing, Ltd.

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Corporate Training Models

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