Structuring of corporate universities
We work together with our clients to design their corporate university, defining their objectives, success indicators, training programs, and other actions.
Defining Objectives
o Identifying the main stakeholders/sponsors of the program.
o Interviews and Design Thinking sessions to understand the objectives of the areas, the technical and behavioral needs for employee success, the “pain points” and problems to be solved on a daily basis.
o We will be able to answer the question: “How can human development actions, via the Corporate University, contribute to the company's results and culture?”
o At this stage, we discussed the elements and actions that will be within the scope of the University, as well as those that will be the focus of local HR departments.
Finally, we designed a rationale that defines the Corporate University as an important vehicle for organizational change, but not the only one, nor the exclusive one. The various actions of the areas and the corporate, combined with the structure of the University, will be fundamental for building the desired results and behaviors.
Definition of success indicators
Based on the specific needs and objectives identified in the previous stage, SETA will assist in the construction of behavioral indicators for the programs, showing the impact of each one, combined with other initiatives designed for the area. Business, location, etc.
In addition, the target audience that we want to work with on each behavioral challenge is considered, as well as the mechanisms and resources for measuring behavioral indicators.
The logic here is important: from the challenges and needs mapped out, we think about the people and what they should be trained in, so that training programs can then be designed.
Definition of training programs
o With the above guidelines defined, we will put together the curriculum/portfolio of courses, training, workshops, etc.
o Behavioral, technical, and functional topics are defined.
o Syllabi, target audience, duration, platform, resource framework, potential facilitators, materials, lesson plans, pre | during | post course are created.
For more strategic programs, we create “executive sponsors” and all necessary curation.
Facilitation of programs (Within the scope of SETA)
o Facilitation of the portfolio already developed by SETA, and/or to be developed in partnership with the company
o Preparation of the company's internal facilitators
o Provision of the distance learning platform for asynchronous digital courses.
o In-person or virtual (using Teams | Zoom | Miro).
o Use of a gamified platform.
o Course curation: before | during | after.
o Formats and methodologies: workshops, live streams, facilitation, mentoring, reverse mentoring, individual coaching, group coaching, peer consulting, and group consulting.
Where we operate:
Mastercard, Suzano, Sumitomo
Defining Objectives
o Identifying the main stakeholders/sponsors of the program.
o Interviews and Design Thinking sessions to understand the objectives of the areas, the technical and behavioral needs for employee success, the “pain points” and problems to be solved on a daily basis.
o We will be able to answer the question: “How can human development actions, via the Corporate University, contribute to the company's results and culture?”
o At this stage, we discussed the elements and actions that will be within the scope of the University, as well as those that will be the focus of local HR departments.
Finally, we designed a rationale that defines the Corporate University as an important vehicle for organizational change, but not the only one, nor the exclusive one. The various actions of the areas and the corporate, combined with the structure of the University, will be fundamental for building the desired results and behaviors.
Definition of success indicators
Based on the specific needs and objectives identified in the previous stage, SETA will assist in the construction of behavioral indicators for the programs, showing the impact of each one, combined with other initiatives designed for the area. Business, location, etc.
In addition, the target audience that we want to work with on each behavioral challenge is considered, as well as the mechanisms and resources for measuring behavioral indicators.
The logic here is important: from the challenges and needs mapped out, we think about the people and what they should be trained in, so that training programs can then be designed.
Definition of training programs
o With the above guidelines defined, we will put together the curriculum/portfolio of courses, training, workshops, etc.
o Behavioral, technical, and functional topics are defined.
o Syllabi, target audience, duration, platform, resource framework, potential facilitators, materials, lesson plans, pre | during | post course are created.
For more strategic programs, we create “executive sponsors” and all necessary curation.
Facilitation of programs (Within the scope of SETA)
o Facilitation of the portfolio already developed by SETA, and/or to be developed in partnership with the company
o Preparation of the company's internal facilitators
o Provision of the distance learning platform for asynchronous digital courses.
o In-person or virtual (using Teams | Zoom | Miro).
o Use of a gamified platform.
o Course curation: before | during | after.
o Formats and methodologies: workshops, live streams, facilitation, mentoring, reverse mentoring, individual coaching, group coaching, peer consulting, and group consulting.
Where we operate:
Mastercard, Suzano, Sumitomo