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Align L&D objectives with the company’s overall strategy
One of the main challenges for L&D specialists is to align the training plan with the overall strategy of their organization. The idea is simple: the goal of the L&D function should be to equip your staff with the skills required to achieve the strategic and operational objectives of the company. For example, if one of the strategic business objectives of your organization is to operate a digital transformation, the L&D function should focus on developing the human skills necessary to make this shift possible.
Perform training needs analysis
In order to properly identify and target these objectives, it is necessary to carry out an in-depth analysis of training needs upstream, in order to ensure that your training program fills the gaps in terms of knowledge and skills necessary for the success of your teams in their objectives. To achieve this, you must understand the nature of the challenges your employees face for each function in your organization, assess the gap between current knowledge levels and required levels, and determine the skills that can be acquired through training.
Design adapted learning paths
Getting employees to devote more time to learning is currently a major challenge. L&D opportunities must therefore be innovative and make their programs more relevant, accessible and aligned with the new needs and aspirations of today’s employees. Several formats are very popular with companies, such as fieldwork, micro or fast learning, social learning, coaching and mentoring, and workshops…
Measure the impact of training on business performance
The execution and impact of a training strategy should be measured using key performance indicators. L&D specialists must go beyond measuring learner satisfaction and knowledge acquisition, and undertake to analyze the application of skills and the improvement of business processes in the workplace, the evolution of performance and return on investment (ROI).
Integrate the L&D function into HR processes
Just as L&D goals should be aligned with the strategic goals of the company, they should also be an integral part of the HR strategy. As we have already mentioned above, the training function has an important role to play in recruitment and integration, management, promotion and succession planning. It is therefore in your best interest to ensure that your L&D and HR teams work closely together.
Adopt the “70/20/10” model
The “70/20/10” model suggests that the learning time would be distributed as follows: 10% of learning would be done through traditional training tools (books, face-to-face or distance learning), 20% would be built by sharing experience and knowledge with colleagues, and finally, 70%, would be down to practice and gaining experience. If this model is open to criticism, it is undeniable that professional, social and digital requirements in the current professional environment are evolving in a dynamic way to which continuing education must also adapt. The L&D function must take these changes into account and promote informal learning, by offering formulas such as “just-in-time learning” or “lunch & learn” for example, and by taking advantage of social technologies.
Exploit innovative learning systems and applications
Learning systems and applications are the most important enablers of just-in-time learning. We have available a wide range of solutions including virtual classrooms, mobile learning apps, microlearning platforms, MOOCs (large scale open online courses), SPOCs (private small group online courses).It is down to the L&D department to ensure that the selected technologies meet the overall training strategy and include functionalities to support the entire “talent cycle”, including recruitment, onboarding, performance management, real-time feedback tools, career management, succession planning, etc.
Do you want to review your approach to training and design an ambitious and innovative L&D strategy? Contact our team of experts who will support you throughout the process!
