Abstract
<p class="Abstract">How can the learning function (L&amp;D) support learning and innovation at the level of an entire organization in times of digital transformation? The core challenges in this are twofold: 1) Competence clarification: What are relevant “digital competences” in terms of knowledge, skills and attitudes that employees need in order to cope with digital transformation? 2) Competence development: How to organize, design and support learning processes contributing to digital competences and digital transformation?</p>Building on a framework originating in the context of business engineering and applying it to corporate training and human resource development, we explicate what digital transformation implies for the L&amp;D function. As L&amp;D functions explore and exploit the options sketched out, they live digital transformation in a way that enables them to effectively and efficiently contribute to digital transformation at an organizational level.
Highlights
Digital transformation currently is one of the major challenges in all industries
Digital transformation is discussed in the context of educational organizations: institutions at primary, secondary and tertiary levels as well as providers of corporate training and human resource development services
It is argued that digital transformation is not a matter of “bolting on” elements of social and mobile learning to existing services and programs but rather a matter of establishing changed cultures of learning and defining new business models for corporate L&D [5]
Summary
Digital transformation currently is one of the major challenges in all industries. It embraces the realignment of technologies and business models to more effectively engage customers at every touchpoint in the customer experience lifecycle. Organizations are challenged to consider the exploration of new business opportunities over and above currently existing ones. They have to establish a general development orientation and implement innovations while at the same time pursuing efficiency in utilizing and optimizing existing business opportunities. There is pressure on organizations to engage in dynamic development They need to enhance their continuous learning ability, an essential precondition for coping with change and successfully establishing innovations [1]
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: International Journal of Advanced Corporate Learning (iJAC)
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
