Creating a learning culture in an organization is a continuous activity and should ensure that it creates, shows value as to how it impacts positively to business. It must be driven from top to bottom in an organization; however it is the responsibility of L&D professional to create and drive the business results through various learning interventions. They must be able to establish a link between training intervention and business needs. An effective learning and development program addresses the needs of today but also those of the future. It focuses on the skills and proficiencies / attitude change in employees to perform their work effectively.
L&D’s primary responsibility is to manage the development of people—and to do so in a way that supports other key business priorities. Typically L&D’s strategic role spans five areas:
a) Attract and retain talent: Traditionally, learning focused solely on improving productivity. Today, learning also contributes to employability
b) Develop people capabilities: Human capital requires ongoing investments in L&D to retain its value. When knowledge becomes outdated or forgotten—a more rapid occurrence today—the value of human capital declines and needs to be supplemented by new learning and relevant work experiences.
c) Create a values-based culture: As the workforce in many companies becomes increasingly virtual and globally dispersed, L&D can help to build a values-based culture and a sense of community.
d) Build an employer brand: An organization’s brand is one of its most important assets and conveys a great deal about the company’s success in the market, financial strengths, position in the industry, and products and services. Investments in L&D can help to enhance the company’s brand and boost its reputation as an “employer of choice.”
e) Motivate and engage employees: The most important way to engage employees is to provide them with opportunities to learn and develop new competencies.
Automation and artificial intelligence (AI) are rapidly changing the world we live in, and many are concerned the robots are coming for our jobs. Well, in certain areas, yes. Tasks which are routine and administrative in nature, is better done with automation and subsequently robots. We need human intervention to build next practices, which are designed to deliver exceptional experience to employees. We need to focus on building better ways to work, building future skills and capabilities and designing work practices that enable people to be the best that they can be across environments.
Experiential learning does deliver many benefits when compared to traditional classroom-based teaching, all of these advantages translate into three very crucial outcomes that most businesses look for in any training program:-
These alone can make a solid business case for an organizations to start embracing experiential learning activities in their training programs.
Disclaimer: The responses to the questions are solely the views of the interviewee as a professional and do not reflect that of the Organisation he/she works for.