As you know, employee training is the most powerful tool for attracting and retaining the best talent in your organisation. That’s what makes investing in a good internal Learning and Development (L&D) strategy key to improving and aligning the goals of the professionals within an organisation.
What’s more, the major transformation experienced in the world of work over the last few years has resulted in the lifespan of insider knowledge becoming increasingly shorter, making investment in learning and development more important than ever Here are the five key points for a successful L&D strategy.
Create learning programmes that meet the (real) needs of your employees
Traditionally, corporate learning was mainly focused on increasing productivity. Today, however, it also plays a part in employability. This makes even more sense if we take a look at the changes to workers’ behaviour in recent years. Very few employees will spend their entire working lives in the same company: this only happens if the company offers them value.
Another important point to bear in mind is that, nowadays, professionals within an organisation are looking for autonomy when it comes to learning. In other words, they see real learning and development opportunities as an incentive to stay in their jobs – and not just in those areas proposed by the organisation.
As such, a successful learning and development strategy must not only address the company’s own needs, it should also go beyond these and be mindful of the aspirations, desires and goals of its employees, in order to create learning programmes that truly cater to them.
Apply effective learning methods
As in other areas, human capital requires continuous investment in order to retain its value. When knowledge becomes obsolete, the value of human capital diminishes. That’s why this must be complemented by new methodologies and enriching learning experiences for employees.
Research shows that companies that invest in employee development are more than twice as likely to achieve their performance targets.
Motivate your employees with learning that goes beyond their job
The most effective way to actively involve employees in their learning and, above all, in your company is to offer them the opportunity to develop new skills that they can use beyond their professional lives.
Encourage a growth mindset and set your team members new challenges that allow them to improve in their personal lives too. As a result, they will be motivated by these new opportunities and will be more satisfied in their role.
Build a corporate culture based on values
As companies become increasingly technology-based and their assets more geographically diverse, investing in learning and development has become all the more important. Especially because it helps to build a strong corporate culture.
In this respect, one point to consider is that Millennials and Generation Z are very interested in working for companies whose goals go beyond their activity. Values such as sustainabilityor contributing to the well-being of society as a whole are more valued than ever. That’s why, beyond developing training courses that meet your corporate needs, you should focus on activities whose purpose serves the common good. Such as developing power skills, for example, in order to achieve a more sustainable and inclusive company.
Invest in new learning technologies
It’s all very well coming up with new actions, methodologies and processes to develop an effective learning and development model, but all this will be useless if you do not have the right e-learning tools for its implementation, development, monitoring, updating and optimisation.
From content creation to distribution and the new technologies available to boost your results… There are a vast range of options on the market to optimise and improve your learning processes, ensuring areturn on investment.
In short, company’s learning and development teams will need to make use of new strategies that, beyond aligning themselves with business objectives, help motivate employees and meet their increasingly high expectations. Building on this approach will allow them to create more relevant and effective learning plans, developing the full potential of their employees.