Training departments have become learning and development departments and training managers have now become L&D professionals. It is no longer adequate for training managers to merely plan scheduled training programs for employees. Their role has become more broad-based with employee. The role of L&D professionals has become more broad-based as they see their efforts towards employee development as a means of encouraging talent retention. The focus has shifted to earning employee commitment by facilitating their growth and development. Let’s see how L&D professionals can help in the employee learning process.
Get management buy-in: It is important to obtain the concurrence and buy-in of the top management as far as learning and development activities are concerned. The senior management should endorse learning as a business driver and provide all the necessary resources.
Align L&D function with individual goals and business objectives: All L&D activities should be business driven. L&D professionals should not lose sight of the fact that all learning activities are geared towards enhancing individual performance. Therefore, strategically speaking, all the activities should be aligned with the business goals of the organization.
Provide a range of learning activities by monitoring learning requirements across the organization: People have different learning preferences. Sometimes, they have access to different technologies. Learning opportunities should cater to all employees in an environment that is most suitable to them. For example, a foreman might be comfortable with instructor-led class room training but a senior executive who spends considerable time travelling might want to use Smartphone or iPad for learning. If L&D professionals keep these varied requirements in mind, they can come up with a plan that is best utilized by employees with diverse needs.
Undertake regular cost-benefit analysis: It is a good practice for L&D professionals to evaluate the ROI of each learning activity. This can be measured based on the reaction of participants, the increase in the knowledge or skills displayed by the participants or by business results.
L&D Professionals have to keep pace with the rapid pace at which both technology and businesses are changing. They need to re-align and re-orient their training and device mechanisms to suit both the organization as well as the employees in a way that best meets their business needs.