It takes much more than courses delivered through a learning management system to support workplace learning in the network era.
The basic building block, in my experience, is personal knowledge management. People who can seek new information, make sense of it, and share it with their colleagues, will be an asset to any work team. However, they need access to their learning networks while at work, and this is often a challenge. Reduce these barriers, and support PKM practices, and the organization will benefit.
Performance support tools can be developed by observing how work gets done and then creating ways to make it easier, or simpler, or safer. Good performance support enables workers to focus on the important things.
Communities of practice provide the bridge between new ideas and the workplace status quo, ensuring innovation.
In this last, the role of the corporation in supporting KM then becomes facilitating personal content management, providing methods (and training) to support information processing, and providing a rich and integrated infrastructure for employees to use the personal content management and the social tools that make sense for each them, their teams, and their communities.