This paper discusses how Alyeska Pipeline fosters individual and organizational learning.
Written in 2007; 750 words; 3 sources; MLA; $ 26.95
Paper Summary:
In this article, the writer reports that by implementing state of the art learning management systems, the Alyeska Pipeline organization has been able to overcome the challenge of a geographically diverse employee base and a hyper-regulated industry. The writer maintains that organizational learning and individual learning have become critical factors to the success of organizations in every industry. The writer concludes that by implementing learning as part of the organizational strategy, Alyeska has been able to not only meet the challenging demands of a hyper-regulated industry, but has also been able to overcome the challenge of a geographically diverse employee base.
Outline:
Introduction
Alyeska Pipeline
Learning at Alyeska
Conclusion
References
From the Paper:
"It is through individual and organizational learning that Alyeska has been able to become so successful over the course of the last three decades, despite the disadvantages of having a geographically diverse workforce, in a demanding industry. By utilizing learning management systems, Alyeska has been able to ensure that their employees receive the right training at the right time, by utilizing technology to implement government-mandated training."
"Learning at Alyeska:
Given the dispersed nature of the Alyeska workforce, the organization faces certain challenges when it comes to both individual and organizational learning. These challenges are compounded by the fact that the TAPS are the most heavily regulated pipelines in the world. The Department of Transportation, the Bureau of Land Management, and the Alaska Department of Natural Resources are only a few of the agencies involved in their regulation. For this reason, ensuring all employees are up to date on regulatory mandated training is imperative."
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