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Course : Designing and Implementing a Learning Organization

Turning Learning into a Driver of Sustainable Performance

Practical course - 2d - 14h00 - Ref. OAE

Designing and Implementing a Learning Organization

Turning Learning into a Driver of Sustainable Performance


New course

In an environment marked by accelerating change—technological, organizational, and business-related—companies must continually adapt their skills. The traditional training model is reaching its limits. The most successful organizations are developing work-integrated learning ecosystems that engage managers, HR, trainers, and employees. This training course offers a structured approach to transitioning from a traditional training mindset to an operational and measurable learning organization.


INTER
IN-HOUSE
CUSTOM

Practical course in person or remote class
Disponible en anglais, à la demande

Ref. OAE
  2d - 14h00
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In an environment marked by accelerating change—technological, organizational, and business-related—companies must continually adapt their skills. The traditional training model is reaching its limits. The most successful organizations are developing work-integrated learning ecosystems that engage managers, HR, trainers, and employees. This training course offers a structured approach to transitioning from a traditional training mindset to an operational and measurable learning organization.


Teaching objectives
At the end of the training, the participant will be able to:
Defining the Principles of a Learning Organization
Identifying Challenges and Opportunities for Learning in the Workplace
Assessing an Organization's Learning Maturity
Choose learning tools that are tailored to individual needs
Defining the Roles of Stakeholders in the Learning Ecosystem
Developing a Deployment Roadmap

Intended audience
Human Resources Managers, Training Managers, Learning & Development (L&D) Managers, HR Business Partners (HRBPs), Skills Development Managers, Instructional Designers, In-House Trainers, HR Transformation Managers.

Prerequisites
None

Course schedule

1
Identify the Challenges of the Learning Organization

  • Analyzing Changes in the World of Work
  • Understanding the Limitations of the Training Model
  • Defining the Learning Organization
  • Identifying Peter Senge's Contributions
  • Linking Learning and Performance
Hands-on work
Identify informal learning situations within your organization. Participants map out the moments when learning actually takes place on the job.

2
Structuring Learning Mechanisms

  • Distinguishing Between Individual and Group Learning
  • Apply the principles of andragogy
  • Identify motivational factors
  • Promote the transfer of skills to the workplace
  • Designing Active Learning Experiences
Hands-on work
Transforming a training program into an active learning experience. Participants adapt existing content to enhance engagement and experiential learning.

3
Assessing Learning Maturity

  • Analyzing the Learning Culture
  • Assessing the Role of Management
  • Review HR practices
  • Identify organizational barriers
  • Measuring Knowledge Sharing
Hands-on work
Conduct a maturity assessment and define priority areas for improvement. Participants assess their organization using a structured framework and identify priority areas for action.

4
Clarify Roles in the Learning Ecosystem

  • Position HR as Architects of Learning
  • Expanding the Manager's Role
  • Changing the Trainer's Approach
  • Empowering Employees
  • Structuring Learning Governance
Hands-on work
Create a matrix of roles and responsibilities. Participants analyze current responsibilities and identify areas of organizational ambiguity.

5
Leverage learning resources

  • AFEST
  • Mentoring/Tutoring
  • Co-development
  • Communities of Practice
  • RETEX
Hands-on work
Match work situations with appropriate measures. Participants select the most relevant measures based on real-world business scenarios.

6
Designing a Learning Ecosystem

  • In-person/online/blended learning
  • Social learning
  • Microlearning
  • Knowledge Capitalization
  • Artificial Intelligence and Learning
Hands-on work
Design a targeted learning ecosystem. Participants build a coherent framework tailored to a strategic competency.

7
Implementing a Learning Organization

  • Aligning Strategy and Skills
  • Structuring Learning Governance
  • Engage Managers
  • Driving Cultural Change
  • Implementing Internal Communication
Hands-on work
Develop a 6–12-month deployment roadmap. Participants identify key milestones, stakeholders, and implementation priorities.

8
Managing Learning Performance

  • Measuring the Transfer of Skills
  • Define Key Performance Indicators
  • Using learning analytics
  • Track the impact of the programs
  • Implement a culture of continuous improvement
Hands-on work
Develop a performance dashboard. Participants select the relevant metrics to track the actual impact of the actions.

Publication date : 10/05/2026


PARTICIPANTS
Human Resources Managers, Training Managers, Learning & Development (L&D) Managers, HR Business Partners (HRBPs), Skills Development Managers, Instructional Designers, In-House Trainers, HR Transformation Managers.

PREREQUISITES
None

TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.

ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.

TEACHING AIDS AND TECHNICAL RESOURCES
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.

TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.

ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.

This programme is an original creation, developed by the teaching teams at ORSYS Formation. Any reproduction, representation, adaptation or use, in whole or in part, without the prior written authorisation of ORSYS, is strictly prohibited. ORSYS reserves the right to take any action necessary to protect its intellectual property rights.


This programme is an original creation, developed by the teaching teams at ORSYS Formation. Any reproduction, representation, adaptation or use, in whole or in part, without the prior written authorisation of ORSYS, is strictly prohibited. ORSYS reserves the right to take any action necessary to protect its intellectual property rights.