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Why is “Learning & Development” Important for your Company

Learning and development, often known as training and development, is an organizational aspect of human resources. Learning and development aims to link staff objectives and performance with the company's goals.

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Why is “Learning & Development” Important for your Company

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  1. Whyis“Learning&Development”Importantfor your Company AboutUs MindCypressoffersabroadportfolioofcustomizedlearningprogramsgloballyto professionalsandgraduatestudents.Wenotonlyfocusonconceptlearningbut designprogramsthatemphasizeonPracticalApplicationaswell.MindCypressisnot acontentmarketplacewhereanyonecanuploadcontentasacoursetosellbut,we handpickIndustryexpertsaftermanyroundofevaluationandverificationtodesign thecourses.AllourCoursesareavailableinallthreemodesofTrainingwhichare WorkshopTraining,LiveVirtualClasses(LVC)andeLearning.OurCoursescanbe accessedonWebsiteandMobileappanytimeanywhere. Learninganddevelopment,oftenknownastraininganddevelopment,isan organizationalaspectofhumanresources.Learninganddevelopmentaimsto linkstaff objectivesandperformancewiththecompany'sgoals.Thoseinchargeoflearningand developmentatacompanymustfirstdetectskillgapsacrossindividualsand workgroups,thendesignandconductacompanytrainingprogramtoclosethosegaps. Thelearninganddevelopmentsupervisorisresponsibleforensuringthatstaffmeetsthe difficultiesintheiremploymentandgetsappropriatelylinkedwiththefirm'sorganizationalobjectives.Let'sswitchnowsothatwebetterunderstandwhatlearning anddevelopmentisandwhyitisvitalforcompaniestodayandinthefuture. Workersexpecttobeabletolearnnew things AccordingtoaGalluppollfrom2016,87percentoftheyouthbelieve professional learninganddevelopmentisvital,and59percentbelievehavingchancestolearnand

  2. improveishighlyimportantwhenconsideringwhetherornottoapplyforajob. Firms mustshowcaseacommitmenttoanemployee'sgrowthtocompeteforworld-class talent. #1.RecruitingIsMoreExpensiveThanRetainingEmployees Althoughtheexactcostsofstaffturnoveraredifficulttocalculate,weallknowthatlosing productivestaffisnotgood.AccordingtoWorkInstitute's2018EmployeeRetention Survey,oneoutofeveryfourworkersquittheirjob,androughly77percentofthat turnovermaygetavoidedbymanagers.Preservingpersonnelismorecost-effectivethantheexpensesofdisengagement,recruiting,andlossofwork,regardlessofthe actualfinancialworth.Italsoimpliesthatbusinessesassiststaffretentionbyengagingin learninganddevelopment.LaborproductivitygetsboostedthroughL&D,butitisalso criticaltoraiseemployeeconvictioninthemselvesandfaithintheirorganization. #2.CompanyTrainingBenefitsYourBusiness Organizationsclaimprofitincreasesof14percentto29percentduetolearningand companydevelopmentfocusedonaddressingtheinformationgapandupskillingpeople byconcentratingontheirtalents.It'sonlycommonsensetoprovideemployeeswiththe toolsneededtoexecutetheirjobseffectively.Ourresponsibilityassupervisorsistoget themostoutofeveryworker.Coachingandtrainingemployeesisanexcellent method toprovidethemwiththetoolsneededto succeed. Wheredocompaniesgowrongwithlearningand development? Corporationsinvesthugelyincorporateprogramsyetonly12%ofworkers implement differentskillsobtainedinTraining&Developmentprogramsintheirjobs.So,wheredo businessesgowrong?WhatarethemostcommonL&Dmistakesthatcompanies make? #1.We'retrainingatthewrongtime,for starters Workersarepreoccupiedwiththeirnumerousjobsandcorporateobligations.Asa result,trainingcoursesaretypicallylowontheirlistofpriorities.Thestaff frequently learnsuniformsubjectsonL&D'stimetable.Inaddition,thelearning&development

  3. programrolloutisineffectiveduetoalackofbuy-infrommanagementand senior sponsors.Asaresult,workerscannotfinishtheirtrainingduetoalackofflexibility.We shouldlearnfromothercompanies' mistakes. #2.Weareunabletoestablishalearning ecology L&Dgroupsthatcontinuetodojustclassroomtrainingwillundoubtedlymeetasnag soonerratherthanlater.Businessesmustpromoteanexpandedlearningenvironment withmanymethodologies.Companiesneedtoadapttoincorporateadiverserangeof trainingoptions,suchasonlineclasses,on-the-jobinstruction,expert workshops, mentorship,etc. #3.Wehadforgottenwhatwehad learned Theinclinationtorecallthecurriculumreducesastimepasses.In1885, German psychologistHermannEbbinghausidentifiedtheForgettingCurve.Evenyet,itremainsavitalproblemfortoday'sL&Dstaff.Yourworkers'forgettingcurvediffersdependingon thetrainingtechniquesyouuse. ThefivemostcommonL&Dmistakesmadeby companies #1.Selectacontentdistributorthatdoesnotgivea diverse rangeof programs. Whenyou'rereadytoenhancethequalityofyourtraining,findingthecorrectmaterial supplieriscrucial.Youwantacontentsupplierwithalibrarythatcontainsmany,ifnotall,oftheprogramsyouwant.Youmaydeliverhigh-qualitytrainingsessionstoyour staff inanysubjectareatheywantwiththehelpofanexpertcontent supplier. #2.Failuretoprepareforthedesiredresults. Thecompanyanditssupervisorsmayhavespecificobjectivesinmindfortheirworkers suchasspecificjobresponsibilitiesthey'dlikethemtotakeon,specifictalentsthey'dlike

  4. themtolearn,orpersonalattributesthey'dlikethemtoacquire.Ifthe company doesn't prepareforthosescenarios,theyriskmissingoutoncrucialchanges. #3.Purchasingorrefundingindividualtrainingforeach employee. Singlecoursepurchasesaresometimesmorecostlythanpurchasingacorporation-wide trainingprogram.Whileyoumayneedtobuyindividualtrainingsessionsforstaffwith veryspecializedneeds,spendingonacompany-widetrainingstrategycanhelpyouofferhigher-qualityprogramswhilekeepingtrainingexpenseslow. #4.Failingtoassesscurrentstaffknowledgeandfuture businessrequirements. Toimplementasuccessfullearninganddevelopmentprogram,youmustfirstknow what yourworkersrequireandtheresourcesthatwillenablethemtosucceed.Analyzeyour currentstaffknowledgebaseandthedevelopmenttheyneedtomakebefore establishingatrainingschedule.Notonlydoyouwanttoeducatepeopleabout specific objectives,butyoualsowanttoknowhowlongitwilltakethemtogetthere, which involvesplanning. #5.Failingtoimplementinternalfeedbackproperly. Thecompany'spersonnelarelikelytoknowwhattheywantandhowthecompanycan assisttheminobtainingit.However,ifthefirmdoesn'taccountfortheinternalopinion, thestaffmayloseoutoncrucialtraining.Instead,aspartofthecompany's regular trainingassessments,integrateinternalfeedbackandanalysis. Howtoavoidthesamemistakesthatother companies makewiththeirL&Dprograms? WhilethereareasmanypossibleL&Dblundersastherearefirmswithlearningand developmentprograms,thereareafewthatstandout.Thefollowingaresomeofthe commonmistakesandhowtoavoidthem:

  5. #1.Genericmaterialisreadilyavailableandeasytoobtain. It'salso,well,andfrequentlylackinginvalue.Intoday'scommercial environment, personalizationandcustomizationarecritical.However,toavoidcommonL&D mistakes madebycompaniespresumingthatcustomized/personalizedtrainingismotivatedbythelearner'sdesiretofeelmoreconnectedtoyourcompany.It'sallabouthowwellthe informationfitsintotheirprofessionallives,howwellitalignswiththeirpriorexperiences andexpertise,andwhatitgivesthemnowandinthefuture.L&Dactivitiesshould tailor toeachindividualtoprovidethemaximumbenefit. #2.Afirmwantsworkers,supervisors,andexecutivestobe strong. However,thisfrequentlyleadstoissues.Mentoring, goal-setting,work management, delegationlearning,issueresolutiontraining,andothertopicsareallcrammedintoa shortamountoftimebyL&Dteams.Thefirmmustdoarequirementsanalysis.What abilitiesdoestheindividualpossess?Whataretheonestheyrequire?Whichqualities aremostcriticalfortheirinstantsuccessinajob?Whichmaybeplacedfarther downthe studentjourney?Byrespondingtothesequestions,acompanycanguaranteethat they'reprovidingrich,relevantinformationtoemployeeswithoutoverburdeningthemor imposingtrainingthatdoesn'tbenefittheminthelongrun. #3.Veryoften,traininghappenswithoutmuchconsciousness oftheactualresult. Forcompanyleaders,providingtrainingbasedondesiredobjectivesiscritical.For example,youcouldwantpeopletostepupandperformspecificjobactivities,oryou mightwantthemtoproduceresultsthatrelyonspecificexpertise.Learnerpathsthat representsuchoutcomesmustgetcreated.Ofcourse,sayingitisn'talwaysaseasyas doingit.Inmanycases,startingwiththeintendedgoalandworkingbackwardswillhelp youdevelopapersonalizedlearningroute. Conclusion Learnfromothercompany'smistakesandcreateaneffectiveL&Dprogramfor yourcompany Workerexperienceisbecomingincreasinglypopularthroughouttheworld.Maintaining staffisfarlessexpensivethanemployinganewone.Itmakesitmorevitalforfirmsto

  6. investwiselyintheirpersonnellesttheygoout.Upskillingisa tried-and-truestrategyto spendonyourstaffsinceithelpsthemadvanceintheirprofessionsandimprove their performance.Learninganddevelopmentinitiativescostbusinessesmillionsofdollars. Whendonecorrectly,thismaybeadvantageous.Itmaybedamagingifyoudon'tknow howtoputtogetheraneffectiveLearning&Developmentprogramforyour company's needs.Learninganddevelopmenttechnologyiscriticalforprovidinghigh-quality training toyourstaff. MindCypresswillhelpyouwiththetraining.Contactustoday! Resource:https://blog.mindcypress.com/p/why-is-learning-amp-development-important-for-your-company

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