The Corporate University Landscape in Indonesia

Abstract

Corporate university phenomenon is not new; General Motors began the GM institute in 1927. After that corporate university grew quickly until 1900s when the number of corporate universities increased to 1800. Today, it is reported that there are 2400 corporate universities. Some 40% of Fortune 500 companies already have a corporate university. Corporate University is a name given to the virtual engine that acts as an umbrella, bringing together all the existing training and development units within the corporation to ensure the effective and efficient deployment of all organizational learning initiatives as a strategic and operational enabler. Corporate University should link learning to organization performance. This paper presents an overview landscape of corporate university in Indonesia. Several multinational companies such as PT Telkom Indonesia, PT Pertamina, and PT PLN have implemented corporate university, share their experience in setting up the Corporate University, and how corporate university helps to energize the organization performance. The purpose of this study is to try to explain the contribution and understand the concept of corporate university and to describe the reasons that it is important for corporate university to develop in Indonesia. This paper develops the conceptual model by summarizing existing theories and comparing the different models of corporate university in several multinational companies.

Corporate universities as knowledge management tools

“…The CU phenomenon is not new: just to mention a popular case, General Motors launched its CU, the “GM Institute”, in 1927. CUs cannot be considered just another “management fad” (Ayuningtias et al , 2015); indeed, in the USA alone, their number doubled between 1997 and 2007 (from 1,000 to 2,000), and currently, there are more than 4,000 CUs worldwide (Kolo et al , 2013). CUs are especially diffused among large multinational companies of various sectors (well-known enterprises that have established CUs are GDF Suez, Unilever, Daimler, MacDonald, Eni and Credit Suisse) but are also present in companies of smaller size.…”

“…This explains why Corporate universities (CUs) have become a popular arrangement to facilitate business education and training, organizational learning and circulation of knowledge inside a firm. Especially (but not only) used by large firms, CUs are now diffused in numerous countries and industries (Andresen and Lichtenberger, 2007; Guerci et al , 2010; Abel and Li, 2012; Antonelli et al , 2013; Ayuningtias et al , 2015). Although created for different reasons, usually they have similar goals, i.e.…”

Transformasi PPSDM Aparatur Perhubungan Menuju Corporate University

“…Dalam era disruptif dan perkembangan teknologi yang begitu cepat dan tuntutan masyarakat yang semakin kompleks, Kementerian Perhubungan yang bertanggung jawab sebagai regulator di bidang transportasi harus dapat merespons perubahan tersebut. Setiap perubahan akan diikuti dengan tuntutan yang baru dari organisasi dan organisasi yang mampu merespons tuntutan tersebut akan jadi pemenang dalam persaingan ((Ayuningtias et al, 2016); (Keuangan et al, 2016)). Kementerian Perhubungan diminta untuk merespons dan mengimplementasikan aturan, strategi, dan kebijakan yang baru dan selalu membutuhkan prioritas.…”

“Guyub” as a Mediator Between Facilitative Leadership and Global Mindset: A Study of Indonesian SOEs [“Guyub” Sebagai Mediator Hubungan Antara Kepemimpinan Fasilitatif dan Kesiapan Global: Studi BUMN Indonesia]

“…To achieve this goal, the functions of learning and development become strategic, in developing the competence of talented human resources (talents) of State-Owned Enterprises (SOEs). It is not surprising that a number of State-Owned Enterprises (SOEs) have established Corporate Universities (CorpU) to give form to, manage and hone knowledge of, and expertise in, human resources, through education and training in their organizations (Ayuningtias et al, 2016), as well as increasing the competitiveness of their enterprises and business ecosystems (Maria & Prim, 2016). The Corporate Universities (CorpU) of a number of enterprises take the form of the transformation of the previous types of training centers, with the intention that the selfdevelopment programs in human resources become in line with the business strategies of the organizations.…”