As mentioned above, depending on the size of the organisation responsibility for learning and development could sit with a variety of stakeholders. However, in most organisations the day to day delivery of L&D will be part of the HR remit, whether that is as part of a dedicate L&D team or as part of the responsibilities of a smaller generalist function. HR professionals should therefore be considering the following when it comes to L&D:
Define your measurable goals – Setting goals is essential for having effective L&D. It is also important that these goals are measurable so that you, the individual and the organisation’s leadership can see tangible benefits for the investment in learning and development.
Get leadership buy-in – Having your senior and mid-level leaders are supporting your L&D activities will not only make it far easier for you to get initiatives adopted but will also ensure you will be aligning learning to the wider goals of the organisation and filling any know skill gaps in the workforce.
Identify activities that fit best – Knowing what motivates your employees and where the key areas of improvement are in the organisation, will mean you can pick activities that will get great engagement and deliver tangibly results in important areas for the business.
Create a varied programme – One-size is very unlikely to fit all in L&D, don’t be afraid to try a variety of activities to find out what works. Use performance data and participant feedback to guide the make-up of your programme in the future.
Think about employee wants and needs – Building a strong alignment between the overall goals of your L&D plans and the personal development plans of employees will make activities more effective. Getting this alignment right will make participants in activities more invested, generating better results and improving the future development potential of teams and individuals.
When it comes to thinking about the workforce of the future, organisations have many key areas to consider – from leadership development to digital skills and beyond. With the power to shape both organisational culture, and key performance outcomes, the stakes have never been higher. But, with an ever-expanding remit to address talent attraction, upskilling, reskilling and retention, how can talent leaders ensure they’re supporting the elements that matter most against a backdrop of growing pace, scale, and cost?
In this session, in partnership with Babington, we’ll explore how BT is taking an innovative approach to learning, and using apprenticeships to support critical skills development across leadership, digital, and more.
During this webinar, we’ll cover:
Key workplace challenges and the importance of skills and culture in organisational performance
Innovative approaches for optimising L&D budgets while maintaining effective training programmes – and where apprenticeships and funded learning fits in
Ways to maximise learner engagement and impact
How you can foster the right culture and approaches to make funded learning work for you
This will be a panel session and is suitable for anyone interested in L&D strategy, funded learning, critical skills development, leadership, and more.