INTRODUCTION
Learning Organizations which was explained by Peter Senge in his book " The Fifth Discipline : The Art and Practice of Learning Organization) determin five dimensions of Learning Organization (Personal Mastery, Mental Models, Team Learning, Shared vision, Systems Thinking). Today, all organizations seek to get qualified human resources and pay a lot of money for getting competitive advantage, so continuous learning consider one of latest approach to insure that human resource stay keep up with all new updates in its work areas. This approach was applied by a lot of organization and turn into learning organization.
PROGRAMME OBJECTIVES
- Explaining of learning theories and its applications in organizational behavior areas
- Explaining what is the organizational learning and how it occurs
- Designing and evaluating training programs
- Describing the financial implications of training and development
- Incorporating learning and motivational theories into program design
- Understanding the dimensions of Learning Organization (Personal Mastery, Mental Models, Team Learning, Shared vision, Systems Thinking).
WHO SHOULD ATTEND?
- Executives
- Managers
- Supervisors
- Trainers of Human resources in training centers
- Anyone who is or will be responsible for managing teams
PROGRAM OUTLINE
- Organizational Learning
- Definition
- Learning organizations
- Knowledge and knowledge management
- Organizational Learning
- Definition
- Learning organizations
- Knowledge and knowledge management
- Informal learning
- Communities of practice
- Multilevel systems model of organizational learning
- Learning outcomes
- Learning styles
- Learning theories
- Informal learning
- Communities of practice
- Multilevel systems model of organizational learning
- Learning outcomes
- Learning styles
- Learning theories
- Adult learning theory
- Theories of motivation
- Training effectiveness
- Definition, methods and sources
- Needs analysis process
- Adult learning theory
- Theories of motivation
- Training effectiveness
- Definition, methods and sources
- Needs analysis process
- Organizational analysis
- Task analysis
- Person analysis
- Solutions to performance problems
- Organizational analysis
- Task analysis
- Person analysis
- Solutions to performance problems
- Off the job methods
- On the job methods
- Technology based methods
- Case studies about building learning organization.
- Off the job methods
- On the job methods
- Technology based methods
- Case studies about building learning organization.
