L&D

Leveraging in Learning and Development (L&D)

Graphics courtesy of UnplashOpens in new window Learning and development helps to ensure that organizational members have the knowledge and skills needed to perform jobs effectively, take on new responsibilities, and adapt to changing conditions. Learning is a process that increases our knowledge and is a lifelong occurrence. It is an important part of training in any organization at all levels of employees.

Thus, employee L&D is a broad term covering multiple kinds of employee learning and is concerned with improving the performance and behavior of the employees in organizations.

L&D is important to an organization because it helps employees contribute to the overall success of the organization by increasing employee confidence, efficiency, and productivity.

The L&D process has five steps:

1. Assessment: Is learning and development needed?
2. Objectives: What should learning and development achieve?
3. Selection: Which learning and development methods should be used?
4. Implementation: How should learning and development be effected?
5. Evaluation: Is the learning and development working (which transitions back to Number 2—Objectives)?

When leaders provide their direct reports with L&D that helps them continuously improve upon their skills and knowledge, leaders also encourage them to contribute to the growth of the organization by contributing new ideas. The benefits of a continuous L&D plan, for example, based on IDPsOpens in new window include:

• increased employee performance and productivity
• increased innovation in new strategies and products
• identifying and strengthening areas of opportunity
• creating and maintaining consistency throughout the team
• increasing employee morale and satisfaction
• reduced employee turnover
• creating opportunities to learn new skills and technology, and
• enhanced organization brand/reputation and profile.

Different Types of Learning and Development

There are all kinds of learning and development methods, and their effectiveness depends on whether facts or skills are being taught.

• If employees are to learn facts—such as work rules or legal matters—lectures, videotapes, and workbooks are effective.
• If people are to learn skills—such as using new tools or improving interpersonal relations—then interactive techniques such as discussion, role-playing, case analysis, and simulations work better.

Another way to categorize L&D methods is to distinguish between on-the-job techniques and off-the-job techniques. On-the-job L&D describes a variety of methods that are applied while employees are actually performing their jobs. These methods might include orientations, coaching, apprenticeships, internships, planned work activities, and job rotation.

The main advantages of on-the-job L&D is that they are highly practical, and employees do not lose working time while they are learning.

Off-the-job L&D , on the other hand, describe a number of methods that are delivered to employees outside of the regular work environment, though often during working hours. Off-the-job L&D consists of classroom programs, workbooks, videos, and games and simulations.

Today, of course, lots of off-the-job development consists of technology-enhanced learning—online learning, or e-learning. Virtual (VR) is an increasingly valuable L&D resource because it can simulate real situations and make learning more engaging, which translates into better results for retention and recall.

Actual administration of the L&D program involves choosing an appropriate location, providing necessary equipment, and arranging a convenient time. Such operational details, while seemingly minor components of an overall L&D effort, can have a significant effect on the success of a program.

In addition, the L&D program should be evaluated at regular intervals while it is going on. Employees’ skills should be compared to the predetermined goals or milestones of the L&D program, and any necessary adjustments should be made immediately. This ongoing evaluation process will help ensure that the L&D program successfully meets its expectations.

While new L&D techniques continue to be developed, several common L&D methods have proven highly effective. Good continuous L&D initiatives often feature a combination of several different methods that, blended together, produce one effective L&D program.

Whether L&D takes place off the job or in the classroom setting, it is vital for organizations to promote the transfer of the knowledge and skills acquired to the actual work situation. Employees should be encouraged and expected to use their newfound expertise on the job.

The Strategic Role of L&D

One of L&D’s primary responsibilities is to manage the development of employess—and to do so in a way that supports other key business priorities. L&D’s strategic role spans five areas, as described below:

1.     Attract and retain talent.

Traditionally, learning focused solely on improving productivity. Today, learning also contributes to employability. Over the past several decades, employment has shifted from staying with the same company for a lifetime to a model where workers are being retained only as long as they can add value to an enterprise.

Employees are now in charge of their personal and professional growth and development— one reason that people list “opportunities for learning and development” among the top criteria for joining an organization. Conversely, a lack of L&D is one of the key reasons people cite for leaving a firm.

2.     Develop people capabilities.

Human capital requires ongoing investments in L&D to retain its value.

When knowledge becomes outdated or forgotten—a more rapid occurrence today—the value of human capital declines and needs to be supplemented by new learning and relevant work experiences. Companies that make investments in the next generation of leaders are seeing an impressive return.

Research indicates that companies in the top quartile of leadership outperform other organizations by nearly two times on earnings before interest, taxes, depreciation, and amortization (EBITDA). Moreover, companies that invest in developing leaders during significant transformations are 2.4 times more likely to hit their performance targets.

3.     Create a values-based culture.

As the workforce in many companies becomes increasingly virtual and globally dispersed, L&D can help to build a values-based culture and a sense of community. In particular, millennials are particularly interested in working for values-based, sustainable enterprises that contribute to the welfare of society.

4.     Build an employer brand.

An organization’s brand is one of its most important assets and conveys a great deal about the company’s success in the market, financial strengths, position in the industry, and products and services.

Investments in L&D can help to enhance company’s brand and boost its reputation as an “employer of choice.” As large segments of the workforce prepare to retire, employers must work harder to compete for a shrinking talent pool. To do so, they must communicate their brand strength explicitly through an employer value proposition.

5.     Motivate and engage employees.

The most important way to engage employees is to provide them with opportunities to learn and develop new competencies. Research suggests that lifelong learningOpens in new window contributes to happiness.

When highly engaged employees are challenged and given the skills to grow and develop within their chosen career path, they are more likely to be energized by new opportunities at work and satisfied with their current organization.

L&D can be of any kind relevant to the work or responsibilities of the individual, and can be delivered by any appropriate method. For example, it could include:

Blended learning continues to be a more and more popular method of L&D overall. Blended learning is the effective combination of online learning and classroom learning.

Many organizations prefer their employees learn on-site rather than attend off-site L&D programs. On-site learning programs like the blended learning approach, allow organizations to train more employees and easier to justify the costs. This makes it much more cost-effective and allows for greater process consistency.

Blending technical L&D with personal development is increasingly important in leader’s efforts to develop others in the organization. If a leader discovers during a L&D needs assessment or in a review of a direct reports performance or an IDP review, for example, that writing skills in the department are low, the leader will need to work with HRM professionals or others to enhance those skills by developing a corresponding L&D session.

This writing session could include topics on the basics of writing such as spelling, punctuation, sentence structure, and correct word use. Building on those basics, the direct reports could be given an applicable exercise, such as writing a letter to a customer apologizing for a late shipment.

Background information on the customer could be provided to the direct reports. They could be told, for example, that the customer has purchased from the organization for 10 years and has always made payments promptly. The direct reports could then be given 10 or 15 minutes to compose a rough draft and then present their letter to the group.

Once someone has read a letter, the direct reports could be asked to offer feedback for improvements; as the L&D specialist points out the positive aspects of the letter.

Another mechanism that will help with ongoing continuing education is enabling direct reports to develop an affiliation with a professional association or industry group. This kind of L&D effort is tangible and has had a positive track record in the past.

Leaders should ensure that their direct reports are given opportunities to come together periodically to discuss the issues they are experiencing in their work group or team or the organization.

This is a positive experience for everyone involved: The information gained can prove useful to others who may have the potential to partake in a similar situation, while people who have experienced a similar situation have the chance to talk about their solutions that worked effectively.