CEOs have shown commitment to this learning model, which retains staff, strengthens organizational culture and has examples ranging from Ambev to Senac
Unlike traditional educational institutions or training courses, corporate universities They offer training that will develop employee skills that meet companies’ strategic plans. Companies of various sizes and segments have invested in this lifelong learning model to strengthen organizational culture and retain talent.
From the sixth edition of the event organized this year by the FIA Business School, on practices and results of corporate training, coordinated by Professor Marisa Eboli, it emerged that 71% of those interviewed believe that CEOs have demonstrated a great commitment towards this model of learning. 118 respondents were interviewed, the majority from private and national organisations.
Corporate training is made up of learning solutions, as defined by Marisa, which can be structured courses with different workloads and methods or even technical visits and even participation in practical communities. The initiatives can be aimed both at employees at all hierarchical levels and at external audiences, such as suppliers and customers who are part of the company supply chain.
Over the years, this learning tool, linked to people management, has increasingly become part of the company’s strategic plan, no longer being linked exclusively to the individual needs of professionals. The FIA survey found that 81% of respondents agreed that the company’s training model is based on the overall mapping of the organization’s strategic competencies, suggesting this link. In the 2021 survey, this rate was 71%.
“In the past the company compared the result of the employee’s performance evaluation with the job description and identified what needed to be developed, such as negotiation. Then it promoted a negotiation course”, explains the professor, who coordinates the FIA corporate training management program. Now the trajectory tends to be different. “First we discuss the strategic competence, then we identify the areas, processes and recipients and finally we design the solutions.”
The need to respond quickly to market changes has also led companies to implement corporate universities. “The business school model is a reflection of market transformations, which requires highly trained and updated employees. Furthermore, these institutions play a crucial role in adapting to new technologies, in the digitalization of business and in the valorization of human capital as a strategic differentiator “, says Josiane Serrano, head of corporate services at Senac Sao Paulowhich also has its own internal continuous training program.
In 2020, the remodeled version of Ambev University called Ambev On was born, offering content focused on developing functional, leadership, business and future skills for all 25,000 employees. “Our mission is to build high-performing teams, more capable for the future and committed to executing our strategy with excellence. We are experiencing a transformation in our business and, today, continuous learning is part of our culture,” says Camilla Tabet, director of People at Ambev.
Camilla says the company invests in content curation, trying to design learning experiences linked to employees’ real challenges. “To foster a culture of learning, we reinforce that development also happens through connection with people, leaders and mentors and, above all, in our daily work.”
Flexibility also tends to be an attractive feature of these courses, which are generally delivered via distance learning and can last at least a few hours. Some companies also opt for digital platforms that allow personalized and gamified teaching, as well as simulators and virtual laboratories.
Another common approach is the so-called PBL (problem based learning), widely used in formal learning spaces, which involves focusing on the development of skills based on real problems and solutions in the workplace, giving more dynamism to the contents. According to the FIA survey, the majority of respondents (81%) said they felt more involved in participating in activities that use this methodology. Connecting learning to real-world employee challenges is one strategy to get employees to access Ambev On content.
Talent retention and innovation
According to Josiane, the commitment to collaborate with the professional’s continuous learning has an effect on both individual success and the organizational environment. “This concept ensures that professionals remain relevant, strengthening skills such as adaptability, creativity and problem solving, which are essential for individual and organizational success.” The report confirms other data from the FIA survey, which found that 73% of respondents agree that educational programs work as a tool for personal development and health promotion.
Business schools also have an effect on increasing productivity and reducing employee turnover in companies. Ambev On, according to Camilla Tabet, “has brought countless benefits, directly reflecting on talent retention, team performance and accelerating career development for employees.”
“When training programs are well aligned to the specific needs of companies, they contribute to greater operational efficiency, as well as improving the quality of the work performed,” says Josiane. Finally, according to her, business schools play a crucial role in the field of innovation by encouraging continuous learning and the exchange of ideas, elements that stimulate creativity and allow the implementation of innovative solutions within organizations.
Source: Terra
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