1. Learning Organization
Jessica Couture
MSM 620

2. Objective Define Learning Organization
Past, Present, and future of learning in the organization
Examples of programs used
There are a number of objectives for this presentation. We will begin by defining what a learning organization is. Once we have defined a learning organization we will then examine a company regarding their learning organization. We will find out about the past, present, and future of learning in that organization. In addition, this presentation will provide specific examples of programs used in the organization. As mentioned, we will start with defining learning organization.

3. Definition
Learning organization: A company that learns effectively and collectively and continually transforms itself for better management and use of knowledge; empowers people within and outside of the organization to learn as they work; utilizes technology to maximize learning and production”, (Marquardt, 2011, p. 247).
A company that learns effectively and collectively and continually transforms itself for better management and use of knowledge; empowers people within and outside of the organization to learn as they work; utilizes technology to maximize learning and production”, (Marquardt, 2011, p. 247).
Reference:
Marquardt, M. (2011). Building the Learning Organization (3rd ed.). Nicholas Brealey Publishing.

4. Past, Present, and Future
Employees were not cross-trained
No program for current employees to move to Management level
Present
Management Programs
Cross-training available thru CBT’s & Shadowing
Future
Program that will prepare part-time employees for Management Program
When discussing the past, present, and future of learning in the organization, we hit upon a number of points. In the past Kohl’s has not embraced cross-training their employees. Once an employee was hired in a certain department, they remained in that department. In addition, Kohl’s did not offer programs that assisted current employees in moving to Management level. The present learning in the organization covers a number of topics. Kohl’s currently offers two different Management Programs that will be discussed in later slides. Also, Kohl’s currently promotes cross-training employees by utilizing the computer based trainings and by employees shadowing other employees. In regards to the future learning in the organization, Kohl’s wants to have a program in place that will help prepare and encourage current part-time employees to get on the management track.

5. Examples of Programs Associates in Action (AA)
Manager in Training (MIT)
Advance into Management (AIM)
Computer Based Training (CBT)
Examples of the programs that we will discuss are: Associates in Action, Manager in Training, Advance into Management, and Computer Based Training.

6. Associates in Action Started in 2001
Five employees volunteer for three hours
Kohl’s Donates Grant
One of the programs that Kohl’s has is called Associates in Action. This program was started in Non-profit organizations that support youth can apply for the program. Kohl’s recruits volunteers from their local store to help with the event. For every five employees who volunteer for three hours, Kohl’s will give the organization a $500 grant. This means that if the store can get 15 volunteers, who each work three hours, then Kohl’s will give the organization a grant for $1,500.
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7. Manager In Training Kohl’s recruits College Graduates
16-week training at a local Kohl’s store
Assigned to store within Region
Kohl’s recruits college graduates whose degree is in fields varying from Business to Fashion Design. These recruits go through a vigorous sixteen week training program at a Kohl’s that’s located within the district they currently reside. The training period allows them to shadow the Store Manager and the Assistant Manager to learn about their new job. After the sixteen week training period, the recruit will then be available to be placed in a store within the Region as the store’s Assistant Manager. The MIT program is a quick-paced training program that takes a brand new employee and prepares them to become an Assistant Manager for a store.

8. Advance Into Management
Current full-time Kohl’s employee
Experience as an Area Supervisor
12-Week Training Program
Assigned to store within Region
AIM is the Advance into Management program that is designed for current full-time Kohl’s employees. The requirement for this program is to have experience as an Area Supervisor. AIM is a twelve week training program that prepares current Kohl’s employees to become managers. Once the employee has completed their twelve week training program, they are then assigned to a store within the region.

9. Computer Based Trainings
CBT’s completed during first week
New Trainings
Update to processes
Kohl’s provides Computer Based Trainings for their employees. A number of CBT’s are completed during the associate’s first week of employment. These trainings range from videos that explain policies to videos that explain procedures. In addition, CBT’s are used for current employees to demonstrate new processes and also to update past processes.

10. Summary Variety of programs that promote: Community Empowerment
Associates in Action
Empowerment
Cross-training in different department
Opportunity
Management Programs
As the previous slides demonstrated, there a number of programs that Kohl’s utilizes to help learning in the organization. The variety of programs promote a number of things including: community, empowerment, and opportunity.