Strengths And Weaknesses Of Georgetown University

Strengths and weaknesses: Georgetown University is poised for excellence, which is evident in its stringent hiring process, academic goals, and its learning and development activities/ infrastructure. Based on the four stages of learning and development maturity, GTU prides itself in producing outstanding students and recruiting well renowned faculty in his/her respective field of expertise. Since GTU 's inception, 1789, it has maintained consistent formal learning and development activities—this is GTU 's forte. However, making use of the enterprise learning process will position GTU to offer sporadic learning activities in addition to informal learning where staff will have access to on demand learning at his/her preferred time and place …show more content…
First is the proposal to integrate a Smart Enterprise to allow employees to accomplish more in a shorter time, speeding knowledge transfer, and to create a more performance-enhanced workplace environment using smart enterprise supported technology to enhance the learning culture at GTU (Rosenberg, 2006). Second, is to create a balance between processes to encourage and support collective efforts of both teams and individuals. The smart learning enterprise framework is below, of note, is the e-learning component is where the L&D professional will explore knowledge management software, and social networking tools, such as gamification activities, synchronous technology—mobile devices, coaching and mentoring, (Rosenberg, 2006, p. …show more content…
Therefore, enhancing the smart enterprise would include knowledge management repositories, and gamification methodology to allow staff to practice real life functions of the work environment. It is also suggested that the learning and development professional in collaboration with Human Resources assess the various software to ascertain which is most supportive and appropriate to the training needs of staff (Georgetown Work-for-us, 2015). Consequently, the software suggested enhances learning by putting in place knowledge processes for retrieval and recall. Knowledge repositories and portals would also create a training structure where all learners with the same needs, experiences, pre-existing knowledge, and styles of learning, can connect and learn from each other, which Rosenberg, 2006, supports as the best way to learn—peer-to-peer—and online. Most important, the needs analysis shows the criticality for the L&D professional to adapt his/her learning to accommodate the digital generation and workers of the 21st