Corporative University Structuring
We work with our clients to design their corporate university, setting its goals, success indicators, training programs, and all other actions.
Goal Setting
o Identification of the main stakeholders/sponsors of the program.
o Design Thinking interviews and sessions to understand the areas’ goals, their needs, techniques and behaviors for the success of the employees, the “pains” and the problems to be solved in the daily activities.
o We will be able to answer the question: “How human development actions, via Corporate University, can contribute to the company’s results and culture?”
o In this stage, we talk about the elements and actions that will be included in the University’s scope, as well those that will be the focus of the local HR departments.
o Finally, we define a logic that sets the Corporate University as an important organizational change vehicle; however, it is neither unique not exclusive. The many actions of the areas and the corporation, combined with the University’s structure, will be essential to obtain the desired results and behaviors.
Definition of success indicators
o In addition to the specific needs and objectives identified in the previous stage, SETA will assist in the creation of the programs’ behavioral indicators, showing the impact of each one, combined with all other initiatives thought for the area, business, place, etc.
o Additionally, we identify the target audience of each behavioral challenge, as well as the mechanisms and resources to mediate the behavioral indicators.
o Logic is important here: based on the challenges and needs identified, we think on the people and on the fact that they must be trained. Then, we develop the training programs.
Definition of the training programs
o After setting the directions above, we create a curriculum/portfolio of courses, trainings, workshops, etc.
o Behavioral, technical, and functional themes are defined.
o We create the program and set the target audience, duration, platform, resource board, potential facilitators, materials, lesson plan, and the pre-, during-, and post-course.
o For more strategic programs, we created the “executive sponsors” and all the necessary curatorship.
Program facilitation (in SETA’s scope)
o Portfolio facilitation, already developed by SETA and/or to be developed in partnership with the company.
o Preparation of the company’s internal facilitators
o Availability of the distance learning platform for asynchronous digital courses.
o In-person or virtual (using Teams | Zoom | Miro).
o Use of gamified platform.
o Pre-, during-, and post-course curatorship.
o Formats and methodologies: workshops, lives, facilitations, mentorship, reverse mentorship, Individual Coaching, Group Coaching, Peer Consulting, and Group Consulting.
Where does it take place:
Mastercard, Suzano, Sumitomo
Goal Setting
o Identification of the main stakeholders/sponsors of the program.
o Design Thinking interviews and sessions to understand the areas’ goals, their needs, techniques and behaviors for the success of the employees, the “pains” and the problems to be solved in the daily activities.
o We will be able to answer the question: “How human development actions, via Corporate University, can contribute to the company’s results and culture?”
o In this stage, we talk about the elements and actions that will be included in the University’s scope, as well those that will be the focus of the local HR departments.
o Finally, we define a logic that sets the Corporate University as an important organizational change vehicle; however, it is neither unique not exclusive. The many actions of the areas and the corporation, combined with the University’s structure, will be essential to obtain the desired results and behaviors.
Definition of success indicators
o In addition to the specific needs and objectives identified in the previous stage, SETA will assist in the creation of the programs’ behavioral indicators, showing the impact of each one, combined with all other initiatives thought for the area, business, place, etc.
o Additionally, we identify the target audience of each behavioral challenge, as well as the mechanisms and resources to mediate the behavioral indicators.
o Logic is important here: based on the challenges and needs identified, we think on the people and on the fact that they must be trained. Then, we develop the training programs.
Definition of the training programs
o After setting the directions above, we create a curriculum/portfolio of courses, trainings, workshops, etc.
o Behavioral, technical, and functional themes are defined.
o We create the program and set the target audience, duration, platform, resource board, potential facilitators, materials, lesson plan, and the pre-, during-, and post-course.
o For more strategic programs, we created the “executive sponsors” and all the necessary curatorship.
Program facilitation (in SETA’s scope)
o Portfolio facilitation, already developed by SETA and/or to be developed in partnership with the company.
o Preparation of the company’s internal facilitators
o Availability of the distance learning platform for asynchronous digital courses.
o In-person or virtual (using Teams | Zoom | Miro).
o Use of gamified platform.
o Pre-, during-, and post-course curatorship.
o Formats and methodologies: workshops, lives, facilitations, mentorship, reverse mentorship, Individual Coaching, Group Coaching, Peer Consulting, and Group Consulting.
Where does it take place:
Mastercard, Suzano, Sumitomo