Invest time in understanding the business

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Whose responsibility to drive learning in the organisation and why?

We can use the cliché and say it is everyone’s responsibility to drive learning in the organisation, however I would like to pick a few people who play a disproportionately higher role in driving learning.

Firstly the line manager, who will have to ensure that the right expectations are set for the employee, so that they know what they need to learn and improve.

Second is the senior team, to make it a conducive place to learn, give importance to learning, create opportunities to learn and reward people who want to learn and implement.

Third is the HR team, who have a role to design and enable all of the above, keep nudging the organisation in the right direction, create interesting content and methods or delivery and keep up with the changing times.

How do you inspire your leaders to undertake a training program?

Leaders are generally those who lead by example. Giving them an opportunity to showcase the same is the biggest motivator. In addition, the content and what’s in it for them has to be highlighted at the design stage of the program itself. Last but not the least, it can not be a generic program, needs to be specific and customised to the role the person leads or one that they are expected to lead in the future.

How do you create a buy-in for trainings at workplace?

There are two or three techniques that I use to help create a buy-in.

  1. First, the need for training should come from the workplace and not the other way round.
  2. Second, get the team to partner in content and methodology creation.
  3. Third and most important one is reward, where you identify certain milestones and that they need to achieve basis the program for which they will get rewarded.

The traditional thinking that training in itself is a reward no longer is applicable. Training is one important part of their journey in the organisation and that should be understood by one and all.

How can an HR contribute strategically to an organisation?

Each activity that HR designs / implements needs to have a direct linkage to business performance. For example, an engagement initiative needs to be designed in such a way that it has specific deliverables that are understood to impact the business in a positive way. That will create greater buy-in and therefore have greater impact on the organisation performance.

Your personal achievement as an HR Professional

My growth story as an HR professional was published in a book by a noted author as a guide for aspiring HR professionals. I am one of the only two HR professionals to be given this honour, which included the best in each profession. [Career Rules: How to Choose Right and Get the Life You Want. Book by Sonya Dutta Chowdhary]

How does an HR motivate him/herself?

It is the same for every professional. They have to invest time in growth (mindset and career), find opportunities to implement activities that positively impact the organisation and be the person that people in the organisation reach out in need. The more you develop a deep understanding of the business, the better are your solutions that you provide and implement. So, need to invest time and energy in understanding the business better and thorough.

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.

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