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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:
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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.
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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.
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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.
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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.
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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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