The year 2021 has come, and we have experienced 2020 – with a lot of struggle, self-analysis and rethinking what is most important: people, life, job satisfaction and optimism about opportunities. We found new ways to work anywhere, achieved more flexibility in work and family life, achieved professional goals while maintaining goals in the workplace, and realized that income and well-being go hand in hand.
Appeal to individual students
How do all these realities work together? There are policies, there are processes and there are systems. But when it comes to learning, it’s all about personality: unique human beings whose origins and backgrounds are very different, even if their job role is the same. We cannot expect one person to have the same performance and performance as another.
It’s time to focus on building a learning culture it enables individual employees to close their own skills gaps in the flow of their daily work, while directing them to develop the skills needed to achieve strategic business results. It will always be a two-way street, helping people help themselves to become personally responsible for their careers and learn the market that requires businesses operating in today’s society.
Training: Employee Experience Center
According to a 2017 LinkedIn poll, 94% of employees will remain in the company longer when it invested in helping them learn. This data is a resounding “yes” to training, and employers are investing more in training in return. However, the key to costs is to sum up: what did we buy? Does it work? As we have investment in the training and development (L&D) profession itself.? Do we have the right target operating model to build our learning culture? Are we discovering the systems we use to post employee data and learning to use it for personal training? Can we automate this delivery? Are we interested in what we offer our people? Do we nurture our talent?
All of these questions will help learning leaders approach the evaluation of a corporate learning strategy that will help them optimize the learning ecosystem and determine how much an organization should cost to create an engaging, lifelong learning experience for the workforce. With cloud technology and analytics, anything is possible. Organizations have a real opportunity to analyze which parts of the learning culture they want to use as part of their corporate business strategy and which parts they want to use to consider partner models.
This is an exciting time for workers. If an organization can pre-invest time and energy in assessing the current state of its learning environment to identify what works and what needs to change, it will be able to move to a culture of self-sustaining learning that uses technology, automation and interesting content to meet individual learning needs. .
Want to know more about this topic? Register in the virtual Conference and exhibition of the training industryand attend a live session of Jacqueline and Fadi.