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Learning and Development Strategy that Meets Employee Aspirations

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Sage Open recently published an article by Jerry P Haenisch titled, “Factors Affecting the Productivity of Government Workers“. It is interesting that a significant percentage of the respondents (35.5%) attributed poor supervision and management as the factors that limit their ability to perform productively.

What it means, is that employees are looking for guidance and direction from their supervisors; who perhaps are not trained for the purpose. These findings are as much applicable to the private sector as to the public sector. The report emphasizes the need for formal training programs to enhance the skills and knowledge of the workforce.

While summarizing on the findings, the author recommends, “Organizations are well advised to attend to development of effective supervisors through both formal and on-the-job training. Enhancement of front-line supervisory effectiveness can be a critical first initiative toward productivity improvement in any organization.” (Ref: Report of Sage Open)

Training front-line supervisors and managers who are located in different states is not easy. More so, if it needs to be done in-house through traditional Instructor-led programs. However, due to tight budgets and increasing costs for instructor-led programs, online training options are being explored as a viable alternative. In fact, organizations such as the Environment Protection Agency (EPA) have successfully utilized online training wherever possible to train their employees.

What do you think this means to an L&D manager or an HR manager responsible for training employees? How can they realign and formulate a Learning and Development Strategy that takes into account these recent findings? Faced with reduced budgets, how can they continue to provide valuable training to their workforce? Do share your thoughts and experiences.

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