5 Things to consider when moving towards adaptive L&D
The global workforce has been through various changes over the last few years. Nowadays, upskilling and reskilling have become vital. In order to get a positive ROI for their training programs and course development, L&D leaders need to move towards a broader role within the company and develop a strategic plan for this function. Here are a few aspects to consider:
Align training with company objectives
The learning function is used as a communication channel, which makes learning specialists company ambassadors. One of their main roles is to plan and deploy the know-how. L&D departments also need to be ready to change gear as soon as organizations require it.
Have the right business partners
Companies should be flexible to adapt processes, practices, and cultures. In turn, L&D functions need to launch capability-building programs. Therefore, the role of business partners is to take part in senior leadership decisions and incorporate those directives in the learning function.
Focus on employee learning
Digital learning formats have changed, so L&D specialists need to create new opportunities. Whether there is a need for short workshops or video tutorials, the learning specialists should be able to provide that on request.
Measure the learning impact
Accurate measurement of learning impact is a difficult task. However, if organizations start focusing on outcome-based metrics such as individual performance, employee engagement or team effectiveness, it becomes achievable.
Become integral to HR
L&D team leaders must have an in-depth understanding of all major HR practices and collaborate closely. Some L&D departments employ consolidated development feedback as the base for their capability-building learning journeys.
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