The business world is constantly evolving, and the need to upskill and reskill employees is more intense than ever. Wouldn’t you agree that the techniques and strategies that worked 20 years ago might not be as effective in today’s business environment? The vision and mission of the companies may be perpetual; however, the skillsets of the employees must be updated constantly.
Today most organizations focus on empowering their employees so that they can stay in tune with the latest happening. The upgraded knowledge is required in various domains such as technology, best practices, digitalizing, etc. It allows the workforce to enhance productivity and be proficient in their designated roles.
Numerous organizations attribute their success to higher employee engagement. Employees feel more motivated when they are offered support for learning and development (L&D). Such employees are the biggest asset for the organization since they directly connect to the company’s output, productivity, and revenue.
Therefore, organizations must take adequate steps to incorporate learning and development strategies in their methodology.
Examples of Learning and Development Strategies
Acknowledging the need for Learning and Development (L&D) in your organization is only half-work done. You also need to find answers to the more pertinent question, like how you would incorporate learning and development strategy within your organization. Learning and development trends have changed in today’s environment and so you need clarity to implement them effectively in the organization.
Here are some of the practical examples that will help gain a better insight into it:
Creating a Learning Culture Within the Organization
The prime example of a learning environment is Google. We have all heard about the company, but not everyone knows that they have a fantastic learning culture. As per Forbes, the company offers great flexibility to its employees and facilitates a fun working environment.
The employee is benefited from adequate resources and easy access to experts in every field. It allows them to learn, grow and enhance their skill set. Moreover, the work culture is so amicable that even the most learned minds are humble and kind. Therefore, when an employee is interested in learning something new, all the resources are available to him instantly.
Google focuses on employee growth and development. The tech giant believes in keeping its employees happy because it directly impacts the growth of the business. Google also shows great trust in their team to make them more confident in their roles and improve creativity.
Also, empowering them with endless resources creates job satisfaction and higher employee engagement.
So, if you want to develop a learning and development strategy in your organization, make sure that you follow the footsteps of Google and create a learning culture.
Syncing Organizational Goals with L&D Strategy
Hardly another company demonstrates this attribute better than Publix. As per indeed,
Publix employees work for an average of 20 hours/week and get company stock after working for a year.
Publix is one of the best companies to work with since they align the company goals with L&D successfully. About 80% of its controlling shareholders are the employees that work for them. How amazing is that? Since the company has shown great trust in its employees and rewarded them with ownership through shares, their employees are more vested in the company than none other.
The success of Publix is clearly dependent on its workforce. The employees are self-motivated to learn and develop their skills so that they can contribute to their organization’s success. After all, they do own the company partly, don’t they?
Publix encourages its employees to pursue their personal career goals and seek help from their colleagues to make things more concrete. Publix employees also get to work in different divisions at regular intervals, which helps them enhance their skill set.
So, if you want to strategize L&D, then create a sync between organizational goals and employee growth.
Investing in Effective L&D Software
Now that you have created a learning environment and facilitated all the tools to make your L&D strategy successful, it is time to implement it. Online or offline courses are often needed to align the company’s goals with that of the employees.
While in offline methodology classroom sessions, individual assessment, assigning practical tasks, etc., are included, the online training includes using eCourses and LMSs. There are additional tools that are available to facilitate online training and development.
Availability of LMS (Learning Management Systems), microlearning platforms, course authoring tools, communication tools, LXP (Learning Experience Platforms), etc., have paved the way to strategize the learning and development within the organization.
Examples of some of the tools are:
LMS – iSpring Learn, TalentLMS, Docebo,
LXP – Valamis, Stream LXP, NovoEd
Microlearning platforms – iSpring Page, OttoLearn, Gnowbe
Virtual Instructor-led Training tools – Microsoft teams, WebEx, GoToWebinar, RecRoom
Communication and Project Management tools – Slack, Monday.com, Basecamp, Workplace
Investing in such tools gives you the leverage of implementing the learning and development plan effectively.
Corporate and Individual Training
When a particular industry evolves due to changes in the business environment or technological advancement, it becomes vital to educate and train your employees. There are two types of training that organizations must consider from a broader perspective, corporate training and individual training.
Sometimes it becomes mandatory to train your employees. Certain circumstances demand improvement in their productivity, reduction of costs, adopting new technological upgrades like using an electronic signature, digitalizing the organization, government norms implementation, etc.
For example, if you plan to switch your online store from WordPress to a Shopify store, you need to train your employees to better understand its implications on their respective roles.
Various techniques such as micro-learning, training videos, virtual reality (VR), simulations, and gamification are used for corporate training. Other methods like adaptive learning have also gained wide traction in the corporate world.
Not many are aware, but the FBI also takes a keen interest in the learning and development of its employees. They have identified the need for their employees to stay updated with the various technological advancements. It helps them get higher productivity and attain the desired results at a better pace. The agency is known to conduct in-house training programs and even use external experts for seminars and conferences.
Individual training is more focused on the learning and development of employees that build their skills and help them personally. Such training also helps to create leaders within the organization. Mentoring, virtual one-on-one sessions, skill development, public speaking, etc., are incorporated in individual training.
Facebook would is a perfect example of a company with an effective learning and development program that focuses on training employees. The employees here also receive career guidance to help them grow professionally.
Dun & Bradstreet is another example of a company that promotes individual training and learning. The company supports its employees who wish to gain an edge in their careers. Whether it’s learning through online courses or attending conferences, Dun & Bradstreet takes a keen interest in its employees’ growth.
One thing that is pretty common in every example that we have looked at in this article is the fact that the L&D strategy is co-dependent. It can only lead to desired results when the collective efforts of the organization and employees are synced for common goals.
Developing a learning and development strategy is a one-time thing, but the resultant culture developed within the organization continues to grow and reap results. If you are looking from a long-term perspective, then developing an L&D strategy within the organization would lead the way for the successful future of the company.
Use the examples stated in this article as an inspiration to strategize learning and development in your organization.
Ayush is a content writer at RankHandy and he likes to write about SEO, digital marketing, and social media. He enjoys sharing his experience with like-minded professionals and aims to provide attention-grabbing content.