Learning at Organizations

Transformation Approaches

1) Entrepreneurial Approach

Since Organizations prepare for the future, they must think differently; We must transform not only the capabilities at our disposal, but also the way we think in a way that encourages people to be proactive, not reactive, and anticipates threats before they emerge

2) Bottom-Up Innovation

Senior leadership commitment to transformation will mobilize the rest of the Department and stimulate the bottom-up innovation required for successful transformation.

3) Continual Transformation

There will be no moment at which the Department is transformed. Rather, we are building a culture of continual transformation.

Tell me how Organization & Workforce Should be

• Developing, motivating and equitably compensating employees based on performance/contribution to mission and providing maximum flexibility to assign employees consistent with the needs of the organization and individual’s qualifications
• Allowing the acquisition workforce to apply for jobs across the Department and creating a single repository for all job announcements
• Allowing flexibility in managing acquisition careers and positions
• Developing the tools and an implementation plan to increase the pool of qualified candidates for acquisition jobs at both the entry and higher levels
• Rapid Deployment Training to rapidly deliver awareness training on evolving practices and major new policy initiatives to improve mission effectiveness
• Facilitate learning organizations by fully deploying an overarching learning strategy - The Performance Learning Model (PLM).

The PLM is a capabilities- based training approach that promotes career long-learning and provides the workforce more control over their learning solutions through:

• Training courses,
• Knowledge sharing,
• Continuous learning,
• Performance support (Employee should learn from the corporate & personal performance reports), and
• Rapid deployment training.

People with the right skills, in the right place, at the right time, with the right resources, doing the right things, at the right pay

Therfore, Any organization should have a culture and structure that promotes learning at all levels to enhance its capabilities to produce,
adapt and shape its future. It should focus on:

• Encourages Continuous Learning
• Promotes Access to Learning
• Maximizes Information Sharing
• Increases Flexible Access to Training
• Works Efficiently Using Interactive Relationships
• Sees the Big Picture
• Shares a Common Vision

Organization Benefits

1. Participate in the leading edge of systematic learning actions and consequently, enhance business resistance and reduce the risk of losing any know-how or experienced employees
2. Become a best business practice and prevent the repeat of less productive methods
3. Communicate & coordinate ideas throughout an organization and its members increase the effectiveness, teaming and collaboration between Employees
4. Enhance employees loyalty

Individual Benefits

1. Increased communication and understanding of the organization and the opportunities that exist within the organization
2. Development of knowledge and skills to enhance their current position and possible avenues for advancement within the organization
3. job Satisfaction