L&D drives organisational growth
As a specific role, learning and development (L&D) has also emerged as crucial for facilitating overall organisational performance, driving innovation, and ensuring long-lasting organisational culture and success in today's dynamic workplaces.
Institutions that prioritise continuous capacity enhancement are better equipped to succeed as industries change due to technological advancements that reshape the nature of work and the evolving needs of their employees.
As the future of work changes, varied methods are required and adopted for L&D initiatives. These include blended modes (online and in-person learning), games, short on-the-job training or in-service training and regular face-to-face training.
The use of artificial intelligence, mobile learning apps, and customised learning plans shows a better understanding of how employees learn and utilise information in a complex work environment.
"Learning is now a key part of moving up in your career," says well-known industry expert Josh Bersin. He points out that offering chances to develop skills is important for attracting and retaining talented employees.
Keep pace
Skill-based training is key to effective learning and development. This ensures training programmes align with an organisation's goals and mandates, providing the skills necessary to keep pace with the changing nature of work.
Organisations can improve learning experiences by using learning management systems (LMS) for training, collaborating with experts – both internal and external – to develop engaging content, and doing careful assessments to measure the return on investment.
Also, keeping an eye on how employees learn and using such data to analyse their progress will help improve their learning and demonstrate how training costs are paying off.
Additionally, sharing knowledge, managing changes and building strong organisations all rely on conducive learning environments. Peter Senge, writer of The Fifth Discipline, says that a company's ability to learn quicker than its competitors is the only lasting advantage it can have.
Institutions that prioritise continuous capacity enhancement are better equipped to succeed as industries change due to technological advancements that reshape the nature of work and the evolving needs of their employees.
As the future of work changes, varied methods are required and adopted for L&D initiatives. These include blended modes (online and in-person learning), games, short on-the-job training or in-service training and regular face-to-face training.
The use of artificial intelligence, mobile learning apps, and customised learning plans shows a better understanding of how employees learn and utilise information in a complex work environment.
"Learning is now a key part of moving up in your career," says well-known industry expert Josh Bersin. He points out that offering chances to develop skills is important for attracting and retaining talented employees.
Keep pace
Skill-based training is key to effective learning and development. This ensures training programmes align with an organisation's goals and mandates, providing the skills necessary to keep pace with the changing nature of work.
Organisations can improve learning experiences by using learning management systems (LMS) for training, collaborating with experts – both internal and external – to develop engaging content, and doing careful assessments to measure the return on investment.
Also, keeping an eye on how employees learn and using such data to analyse their progress will help improve their learning and demonstrate how training costs are paying off.
Additionally, sharing knowledge, managing changes and building strong organisations all rely on conducive learning environments. Peter Senge, writer of The Fifth Discipline, says that a company's ability to learn quicker than its competitors is the only lasting advantage it can have.
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