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Keep shoppingLearning Organization: Knowledge Management and L&D [EN]
2,839 students
Learning Organization: Knowledge Management and L&D [EN]
Learning and development | knowledge management | corporate university | mentoring | succession planning | L&D strategy
Last updated 8/2026
English
English [Auto],
What you'll learn
- Build a knowledge management system that captures what your experts know before they leave, using wikis, Confluence and Notion
- Design training that transfers into daily work, applying ADDIE, adult learning principles and the sixteen factors of knowledge application
- Prove the business value of learning with evaluation methods and a report management will act on
- Set up a corporate university from audit and budget through internal trainers to an online platform
- Run a mentoring programme: match mentors to mentees, set boundaries, review progress and close the relationship properly
- Develop your managers deliberately across delegation, team building, coaching, feedback, engagement and communication
- Build a succession pipeline with 9-box assessment, individual development plans, rotations and measurable bench strength
- Connect all of it into one system where knowledge, learning and leadership reinforce each other
- Learn alongside Mike's 1.6 million students from 185 countries
- Get the author's experience from Preply, Wargaming, iDeals and Alfa-Bank
Explore related topics
Course content
16 sections • 46 lectures • 21h 9m total length
Requirements
- No prior background in L&D, instructional design or knowledge management is required
- An organisation or team you can apply the frameworks to as you go
- Willingness to audit what your company currently does before designing anything new
- English at an intermediate level or above, since all lessons are in English
- Access to any collaboration tool for building the knowledge base
Description
This course contains the use of artificial intelligence.
When your best engineer resigns, how much of what she knew walks out with her? In most companies the honest answer is nearly all of it.
What is going wrong right now
Your organisation learns by accident. Someone solves a hard problem and the solution lives in their head until they leave. Training happens because a budget line exists, people sit through it, and six weeks later nothing about their work has changed. Managers are promoted for being good specialists and then left to figure out management on their own. And when a key role opens up, there is no successor, so you hire externally at a premium and start the knowledge loss cycle again. Every one of these is the same failure: capability is not being built deliberately.
What changes after this course
You will build a system rather than run events. Knowledge gets captured before people leave, stored where others can find it and pulled into the processes that need it. Training is designed backwards from a business outcome and evaluated against it, so you can walk into a board meeting and show what learning returned. Managers get developed on purpose across delegation, feedback, engagement and communication. And the bench is deep enough that a resignation is an inconvenience rather than a crisis.
Your instructor
Mike, the number one HR instructor on Udemy, with more than 1.6 million course enrolments and over 150,000 professionals trained. Holder of PHRi and SHRM-CP certifications and HRCI representative in more than 10 countries. Built the people function of the unicorn Preply and worked at Wargaming, Alfa-Bank and iDeals.
How the course is built
The course assembles a learning organisation layer by layer. It starts with knowledge itself: capturing tacit expertise through interviews and working groups, structuring it in wikis, Confluence and Notion, breaking down the barriers to sharing, and measuring whether the system works. The second layer is the learning discipline: ADDIE, adult learning, designing backwards from business outcomes, the sixteen factors that determine whether training transfers into practice, performance support and evaluation you can report upward. The third layer is institutional: setting up a corporate university with its audit, budget, internal trainers, instructional design and online platform. The fourth is person-to-person transfer through mentoring, from matching and boundaries to closing the relationship. The fifth develops the managers themselves, since capability spreads through them or not at all. The course closes with succession planning, where knowledge, learning and leadership meet: key roles, 9-box assessment, development paths and measurable bench strength.
What is included
• Lifetime access to all course materials
• Active instructor support in the Q&A section
• Udemy Certificate of Completion
• Practical assignments and real business cases
• A section with additional courses, tools and resources
Why start now
Every quarter without a system is another quarter of expertise leaving through the door and training budget producing nothing measurable. Companies that learn faster than their competitors win, and that capacity is built deliberately or not at all. Enrol now and start the first lesson today.
Who this course is for:
- L&D and talent leaders building the function rather than running individual trainings
- Knowledge managers who need the system to survive beyond the first wiki page
- HR directors responsible for capability across the whole organisation
- Corporate university teams setting up or restructuring the institution
- Organisational development professionals connecting learning to strategy
- Business leaders who keep losing critical expertise when people leave
- Consultants designing capability programmes for client organisations