Learning and development (L&D), when done right, has been known to improve workplace culture, bridge skills gaps, and increase employee retention rates. Show
But, how? In this article, we’ll walk you through the basics of L&D, your role within it as an HR professional, and how you can use it to inspire and enhance your team. Drive employee performance to new heights with Personio. Find out how. What Is L&D?L&D stands for learning and development. As one of the main responsibilities of any organisation’s HR department, the purpose of great L&D is to provide employees with the skills and knowledge they need to grow in their roles while helping grow the company, as well. L&D comes in many shapes and sizes, including online courses, in-person training, and mentorships. In 2021, L&D professionals focused their training programs on three central topics:
Onboarding, no matter the format, can make or break the employee experience. Here’s how Personio helps. L&D vs. HR: What’s The Difference?While HR oversees the general management of employees, L&D plays a more specific role in a company.
HR professionals often serve as problem-solvers, with their responsibilities running the gamut from organising payroll, to managing employee relations, to recruiting. L&D professionals, on the other hand, solely focus on the professional growth and skill development of employees. They focus on training, filling learning gaps, evaluating employees, and creating learning solutions that help employees achieve their best work. There is some overlap in L&D and HR responsibilities, most commonly in performance management, succession planning, onboarding, assessments, and change management. Watch: How to Create Data-Driven CompensationHow Does Company Size Affect L&D?Your L&D team and strategy will depend on the size of your organisation. In smaller organisations, the Chief Operating Officer or Operations Manager may oversee
L&D, while larger companies may have an entire L&D department to develop and manage an L&D strategy. In smaller organisations, L&D tends to be more casual, as their teams are more collaborative and tight-knit. For example, they may focus more on social learning (working on a project outside your usual scope of work or with team members in other departments) instead of formalised learning like in-class training. Futureproof Your Staff With Strategic Performance ManagementNurture your top talent for greatness with Personio – automatically plan review cycles, standardise your feedback across levels and address skills gaps.6 Ways L&D Impacts The WorkplaceLearning and development is every organisation’s secret weapon in building the ideal workplace and workforce. Here’s what you can look forward to when you implement a solid L&D strategy: 1. A Positive Workplace CultureInvesting in your employees’ learning and development demonstrates your commitment to their long-term success, which makes them feel more empowered and supported. Plus, it creates a more collaborative and flexible environment; 64% of employees believe learning makes employees more adaptable to change. Download our complete guide to workplace culture today. 2. Employee And Company AlignmentToday’s workers, especially Gen Z and Millennials, are looking to join companies that enhance the overall wellness of their people, live out their mission statement, and make positive changes in the workplace. For
25% of UK professionals, working for a company that values them is their top career priority, and
60% of UK professionals see career development as a very important part of a job offer. 3. Longer Employee RetentionHas your company become a revolving door of employees? Is your
attrition rate rising or going through the roof? Offering more learning and development opportunities and internal mobility can help quash it. Remember: It’s often more cost-effective to train current employees than hire new ones. 4. Increased Engagement And MotivationDid you know that lifelong learning is connected to overall happiness? Employees are often energised when they can learn something new, move up in the company, or become experts in their role. Discover the five key metrics our team uses to track employee engagement. 5. Improved Quality Of Work And PerformanceCompanies that invest in their employees’ learning are more likely to hit their performance goals, as their teams are more up-to-date on industry information, have
stronger skills, and are more confident in their abilities. 6. Stronger Brand ReputationOffering L&D initiatives can position your company as a leader in your field, give you a competitive edge, and improve the brand’s reputation. Invest in your employees, and you’re investing in your business. Become a Performance Management ExpertYour L&D programs can only succeed if they are a part of a coherent performance management strategy – learn how to build yours with our comprehensive guide. L&D 101: Building Your StrategyWith the right L&D strategy, you can encourage employee engagement and collaboration across your organisation. Here are the essential elements you should include in your L&D strategy:
As an HR or L&D professional, your role in this process is to lead the charge on analysing your company’s needs, building out learning solutions, and delivering them to your team simply and effectively. 1. Defined Goals and MetricsL&D can help bring almost any business strategy to life. What are your organisation’s goals, priorities, and vision? More importantly, how can a learning and development strategy
help your team realise them? 2. L&D InventoryReview all of the current learning and development materials to determine what you need to improve, rework, add, or remove. Organise by course name, delivery date, course type, course objective, and how success is measured. 3. Employee AssessmentsYou have big goals for your employees’ learning and development—but are they prepared (and willing) to meet them? To find out, make a list of required job capabilities for each role in your organisation. Then, assess employees within those roles to see how they match up. You can then design L&D activities that will help bridge those knowledge gaps. 4. Defined Course CurriculumFirst, determine what the L&D
program has to include to help you reach your established goals. 5. A Tailored ProcessWhat you include in your program may depend on when it’s delivered to the employee. Consider when the employee will receive this training program, how it fits into their employee experience, how it will impact their workload or progression in the company, and how it would affect the onboarding process (if at all). 6. Customised ProgramsMost learning and development is based on the 70:20:10 rule, with 70% of training done on the job, 20% through collaboration, and 10% through formal training—but how you design and deliver that training is up to you. Your program design may include online learning, social learning, ILT (instructor-led training), or a blended learning strategy. Give them autonomy in their learning, include gamified elements that keep them motivated, and provide a continual learning experience that spans a longer period of time. 7. An LMS VendorMost companies deliver employee training through an LMS (Learning Management System). You’ll want to choose an LMS that works with your budget, schedule, and program
requirements. 8. KPIs And Launch PlansBefore you launch your courses, determine which KPIs (Key Performance Indicators) you’ll be using to measure success. This could include course completion rates, the number of courses completed, or time spent on each course. 9. A Review ScheduleYour courses and training programs should be continually evolving as your industry, company, and goals change. Consult
with leadership to determine how often you should review your L&D programs, whether it be once a year or once a quarter.
Laser-Focus Your L&D Initiatives With HR AnalyticsUse detailed employee data insights to build the exact earning and development plans your organisation needs. Assess potential improvement areas and drill down to a department, team or employee level.Get Started: 6 Employee L&D ExamplesThere are countless ways you can approach learning and development. To yield the best results, you’ll want to consider the type of L&D initiative that best delivers the course materials, speaks to your employees, and helps you reach your goals:
As an HR or L&D professional, you can help employees become the best workers they can be and achieve well beyond their goals. It all starts with a tailored, collaborative approach to your organisation’s L&D strategy. What is process is called as the skills development in a specific kind of work?Workplace training is the process of developing knowledge, skills and efficiency in your job.
What are skills learned on the job called?Work skills -- also called job skills -- are the competencies you need to perform tasks a job requires.
What is meaning of upskilling?Definition of upskill
1 transitive : to provide (someone, such as an employee) with more advanced skills through additional education and training The company invests significant time and resources to upskill and train its employees …—
What are the 4 types of training?8.2 Types of Training. Technical or Technology Training. Depending on the type of job, technical training will be required. ... . Quality Training. ... . Skills Training. ... . Soft Skills Training. ... . Professional Training and Legal Training. ... . Team Training. ... . Managerial Training. ... . Safety Training.. |