Month: July 2012

Let me address the fourth question from my Part 1 post on the topic of your organisation creating and implementing an in-house MBA Programme for employees. Question Does your organisation have the appropriate commitment and skills to manage and deliver such a programme? In life we receive our learning through experiences. This learning can be experiences gathered by undergoing informal or formal training. What is often not recognised within organisations is the value of providing a structured learning path. And how often do I hear that Training & Development budgets are the first to be cut when times are difficult. Creating your in-house MBA can provide the structured learning that suits your business and does not carry excessive costs. Do your top management say that they support training and behave differently? Getting the buy-in from the top management is critical. If Training & Development is way down their list of priorities then you will have limited success, if any. Organisations where senior management are interested in their own learning and lead by example will provide the commitment to support an in -house MBA programme. Active participation of the CEO will demonstrate the commitment of the business to the programme.  Anything less is not acceptable.

Organisations have the capabilities to create and develop their own in-house Master of Business Administration (MBA) Programme.  Core elements of any MBA are to provide students with a broad range of business experiences.  Organisations with some or all of the functions like Marketing, Financial, Communications, Operations, Procurement, Human Resources etc. have the ability to utilise these resources much better by adding structured learning.  In addition using other business links where an organisation may lack experiences in house, like specialised topics for example, technology or legal services.  The required learning elements can be provided for by mutual cooperation with other companies. Organisations can provide deeper elements of a particular topic or function in house depending on the individual’s employee preference or business requirements. Some suggest advantages to a business Improving employee’s knowledge across their own business Applying relevant teaching and learning to actual live work projects as against case studies. Supports retention of staff and can provide improved development opportunities Increase management commitment and focus on development of its employees Employees feel that their studies and learning is important and recognised by the Company Improved decisions making as employees have better overall understanding of their own Company’s operations. Student’s learning is focused on the Company rather than non related activities Better return on the Company’s training spend Some questions to be addressed What about the interactions with other students from different backgrounds or organisations which is important to a students’ overall learning? What about the added value of the inputs of academic institutes? What about a recognised accreditation? Does your organisation have the appropriate commitment, skills to manage and deliver such a programme? How does an organisation go about building an MBA and getting the commitment?  These five questions will be addressed in the follow up post.