Recent Harvard Business Review research (November 14th, 2017) found 25% of employees “concerned about the changing nature of work”.
We all want engaged, productive employees and a healthy bottom line. So, here are a few topic areas to consider as part of your 2018 training and development strategy.
Training and development which align with company goals
Training and development must go beyond statistically-proven benefits of team building, bonding and communication. In 2018 it’s wise to find time and cost-efficient ways to ensure employees have job-specific training and organisational skills that are aligned with the business’ broader goals.
When business objectives are easily monitored and measured, you can align learning with goals and ensure that employees are developing the right skills and competencies in the right areas.
Supervisor support is vital
Lack of encouragement and career development from above leaves employees ill-equipped with the technical and soft skills they will need in the future. As their careers advance, but their skills lag, you end up with high employee turnover, poor retention, and higher recruitment costs; expensive and damaging to team morale.
A smart way to address this issue is through structured learning profiles tied to job roles and transparent succession paths.
There’s no place for gender inequality
This goes beyond the pay gap, as women repeatedly report that their employer is not providing them with the technical or leadership skills necessary for career growth. Not allowing dedicated employees to develop will hit your bottom line. Everyone needs support and encouragement, and in 2018 it will be vital that you’re able to tailor structured learning plans to address individual needs.
Skill-set training contributes to high performance
High performance and growth are down to employees being able to perfect applicable skills, so training on skill-sets that are relevant to a company’s objectives is important, but will only really be effective if the quality, relevance, outputs, and impacts are monitored and measured. Skills development will only engage and be beneficial if employees understand the objectives and goals – both from personal and business perspectives. Keep their skills fresh, practiced and compliant so do bear that in mind as you’re planning your training for this year.
Prioritise reward and recognition
Learning strategies that nurture commitment to ongoing learning and development are vital to a healthy and productive workforce. Achievement recognition and positive reinforcement pays off, as rewarded workers have higher incentives to repeatedly perform well.
Take long-term view
While the future of HR can never be fully predicted, one thing is for certain, we all need to adapt to rapidly-evolving environments and that means having a strategic approach to training and development. This is the only way to guarantee employees clarity in their training and careers and set a steady path for healthy growth and expansion.
Technology has been an underpinning component of successful business growth for a long-time, in automating processes, cutting costs and providing differentiation. Established and emerging talent expect, and actively profile to ensure, organisations invest in modern systems and provide tools and development programmes to support their continual personal development. They expect to be able to access such systems from any platform and any location, consume when they want and be provided with self-service options.
If your learning and development strategy is not underpinned by relevant and up-to-date technology, then you may wish to review this aspect and plan to incorporate it into longer-term plans. One such platform is Office365, which is Microsoft’s ever-evolving Application platform and if your business has, or is planning to deploy, Office365 it has many features and applications to provide learning and development teams and employees with the tools to create engaging development programmes. Such tools facilitate content creation, content consumption, learning processing, monitoring, and analysis. Leveraging this is LearningPoint365, a Learning Management System that provides a framework to deliver objectives-based training profiles linked to business goals, within Office365.
To find out more about the many benefits LearningPoint365 can bring to your organisation, Click Here or give us a call on +44 (0) 114 321 6104.
For the next LearningPoint365 seminar Click Here. These sessions focus on strategies to upskill your workforce and maximise the technology that Office365 provides within an organisation. The seminars also showcase LearningPoint365+, which provides embedded Office365 learning content, from Combined Knowledge, pre-loaded into PointSolutions LearningPoint365 Learning Management System.