The responsibility of training the workforce is generally taken on board by Development or Talent teams in larger corporations and Human Resources in smaller companies.
They are required to identify topics and needs of the training programs and make them available for employees. They have a responsibility to build the strategy and roadmaps of employee experiences and journeys.
There is a common stigma around corporate training programs, where employees often struggle to see value in them because they are designed to highlight gaps or are very specific and only relevant to current positions. Hence, the role of L&D now is evolving to enable ongoing learning rather than control it.
Only 1/3 of talent developers would be willing to recommend their own programs —they know there is room to grow.
Workplace Learning Today
Better workplace learning is more in demand than ever. According to a survey conducted by LinkedIn, 94% of employees stated that they would commit to staying at a company longer if the company invested in their development. Complimenting this statistic is the fact that 90% of top management also believe that investing in their employees’ career development is a positive requirement for the growth of the company.
That settles it then. Both the employees and employers see the importance in the career development of their workforce. What next? Creating ‘standardized’ training programs for all your employees will sure, present information in front of them but that does not guarantee transfer of knowledge and employee engagement that will translate into growth for the company.
More importantly, your employees have varied roles, experience, knowledge, & abilities. Designing your training program to be specific to each one of them will improve learning efficiency and increase ROI. Well-structured L&D programs build the desired knowledge and skills that will impact individual employee performance and increase job satisfaction, which often results in higher employee retention.
