Implementation of an e-Learning System within a Securities Firm

Abstract: The paper will discuss the processes and issues encountered at a corporate university located within a securities firm. Prudential Securities Incorporated (PSI), a subsidiary of The Prudential Insurance Company of America, is composed of four divisions: Private Client Group, Capital Markets, Futures, and Investments. The Private Client Group, the largest of the four divisions, delivers training to its sales employees located in 43 states and 17 foreign countries via Prudential Securities University (PSU). Recently, PSU underwent a transformation to embrace blended learning to increase training effectiveness and the productivity of its branch personnel. Some of the topics discussed are: structure of a corporate e-learning administration, the implementation of a learning management system, the use of competency models to map employee development and learning paths, the creation of learning modules via learning objects, and the goal of blended learning.

1. Introduction to Corporate Universities

Corporate universities have been apart of corporate institutions since the 1950s. Led by companies with major technological investments and large R&D budgets, they were viewed primarily as a way to upgrade the skills and knowledge of their professional employees. The goal was to keep these elite workers abreast of new developments in the field. This was achieved by offering a wide array of classroom training courses (often times with a technical focus), and managerial certificate programs, in the belief that the workers would become more productive, and committed, to the company. As the concept of high-performing worker teams took hold, the universities expanded their focus to include training across the workforce, and not just the managerial class. By the mid 1980抯, there were over 400 businesses with some kind of 搖niversity, institute, or education center” in place.(1)

Approximately 1,600 corporate universities currently exist, and over

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