HR for Non HR_Learning and Development.
- 2. If I don’t learn new skills and developing myself, what are likely to happen to me ? Why I need to acquire new skills and developing myself ? Group Discussion
- 3. Learning and Development at the Workplace • It refers to the ongoing process of acquiring knowledge, skills, competencies and behaviors that enhance individual and organizational performance. • It encompasses various activities, programs, and initiatives designed to support employees in developing and improving their capabilities, both in their current roles and for future growth and advancement. • L&D initiatives are designed to support employees at all levels, from entry-level positions to executive leadership, in their personal and professional development journeys.. • The ultimate goal of L&D in the workplace is to create a learning culture, where employees are empowered to take ownership of their development, seek opportunities for growth, and contribute to the success of the organization.
- 4. Key Facts on the Importance of Learning and Development at the Workplace • According to Gallup, organizations that prioritize employee development experience a 14% increase in employee productivity. • Based on a report by Deloitte, organizations with a strong learning culture are 92% more likely to innovate and have 37% higher employee productivity. • Research by LinkedIn indicates that 94% of employees would stay at a company longer if it invested in their career development. • The World Economic Forum predicts that by 2025, 50% of all employees will require reskilling to perform their job effectively due to the rapid technological advancements and changing job requirements.
- 5. The Importance of L&D at the Workplace • Employee Performance and Productivity: L&D programs equip employees with the necessary skills and knowledge to enhance their performance and increased productivity. This, in turn, contributes to achieving organizational goals and objectives. • Organizational Culture and Employee Engagement: L&D programs contribute to building a positive organizational culture that values learning, growth, and development which encourages knowledge- sharing, collaboration and fostering a positive work environment. • Leadership Development: By offering leadership training, mentoring, and coaching programs, organizations can cultivate a pipeline of capable leaders who can drive strategic initiatives, inspire teams, and guide the organization toward its goals. • Adaptability and Innovation: L&D plays a crucial role in equipping employees with the skills and knowledge required to adapt to evolving market dynamics and embrace new technologies. By investing in L&D, organizations can build a skilled workforce, increase employee engagement, and adapt to the changing business landscape, ultimately achieving their strategic objectives.
- 6. The Key Components of Learning and Development at the Workplace Learning and Development Learning Development Education Training • It involves acquiring new knowledge, skills and competencies • It encompasses both formal and informal learning experiences, such as training programs, workshops, e-learning modules, mentoring, job rotations, and self- directed learning. • It focuses on the long-term growth of individuals within their current roles and for future career progression. • It involves enhancing existing skills, expanding capabilities, and cultivating leadership qualities. Development opportunities can include coaching, mentoring and stretch assignments. • It refers to specific programs or initiatives designed to impart knowledge and develop skills in a targeted area. • It often follows a structured curriculum with defined learning objectives and outcomes. Training can be delivered through various methods • It refers to broader and more formalized learning experiences that provide individuals with a deeper understanding of a subject area or field of study. • It typically involves pursuing degrees, certifications, diplomasfrom educational institutions or professional organizations. These components are interrelated and interconnected. These components form a comprehensive approach to support individuals in their personal and professional growth while enabling organizations to enhance performance and remain competitive.
- 7. Key HR Concepts : Learning and Development Front liner Supervisor Executive Manager Senior Leaders Business Leaders Scope & Impact Skills and Competency Required over career stages Focus of competency types in each career stage Technical Leadership Front liner Supervisor Executive Manager Senior Leaders Business Leaders
- 8. Key HR Concepts : Learning and Development Learning Triangles Education Exposure Experience Behaviour Change and skills gained Low Medium High Increasing Impact 10% 20% Exposure 70% Experience Education DEVELOPMENT Activities Conference / Seminar 360° / 180º feedback Inter-company transfer Internal Transfer Project Assignment Networking Continuous education program On- boarding Job Rotation Mentoring Ongoing Feedback Professional Course / Industry Certification Training / Workshops/ e-module Experience Exposure Education Coaching Development Activities
- 9. PROCESS
- 10. The Seven Key Components of Learning and Development Need Assessment Learning Objective Design Delivery Monitor and Assess ROI Measurement Evaluate Learning Outcomes
- 12. Needs Assessment Conducting a thorough analysis to identify the learning and development needs within an organization involves gathering relevant data and information to assess the skills, knowledge, and performance gaps among employees. Define the Purpose: Clarify the purpose and scope of the analysis : Identifying skill gaps in a particular department, assessing the training needs for a new system implementation, or evaluating leadership development requirements. Select appropriate data collection methods to gather information. Some common methods include Surveys, Interviews, Focus Groups, Performance Evaluations and Job Analysis. Once the data is collected, analyze it to identify patterns, trends, and common themes. Look for recurring areas where there are gaps between desired and actual performance or where additional training and development can enhance skills and competencies.
- 13. Needs Assessment Prioritize the identified learning and development needs based on their significance and impact on individual and organizational performance. Align the identified needs with the overall organizational goals and strategies. Consider the resources, time, and feasibility of addressing each need. Involve relevant stakeholders, such as managers, team leaders, and employees, in the analysis process. Seek their input and perspectives on the identified needs to ensure a comprehensive understanding of the learning requirements. This engagement also helps increase buy-in and support for subsequent learning interventions. By conducting a thorough analysis to identify learning and development needs, organizations can gain valuable insights into the areas where interventions are required. This analysis serves as the foundation for designing targeted and effective learning initiatives that address the identified gaps, enhance employee capabilities, and contribute to organizational success.
- 14. Examples of Learning and Development Needs Technical Skills Development Many organizations identify a need to enhance employees' technical skills relevant to their roles. This may include areas such as software proficiency, project management, or industry- specific technical knowledge. Leadership Development Developing effective leaders and managers is a common priority. Organizations often identify a need to enhance leadership skills such as communication, decision-making, strategic thinking, team management, and emotional intelligence. Change Management and Adaptability Given the fast-paced business environment, organizations recognize the need to develop employees' change management and adaptability skills examples resilience, flexibility and the ability to embrace and lead change initiatives. Compliance and Ethical Behavior Organizations operating in regulated industries or dealing with sensitive data require for training on compliance, ethics, and legal requirements, topics such as data privacy, cybersecurity, anti- harassment, and anti-discrimination training. Customer Service and Relationship Building Many organizations prioritize developing customer service skills and building strong customer relationships. This includes training employees on effective customer communication, problem- solving and creating positive customer experiences. Digital Skills & Digital Transformation With the increasing digitization of workplaces, organizations often identify the need to develop employees' digital skills. This includes training on using digital tools, remote work technologies, virtual collaboration platforms, data analytics, and cybersecurity.
- 15. Examples of Learning and Development Needs Communication and Interpersonal Skills Strong communication and interpersonal skills are essential for collaboration, teamwork, and building relationships within the organization. Developing skills such as effective listening, conflict resolution, negotiation, and presentation abilities is often identified as a need. Teamwork and Collaboration Collaboration and teamwork are essential for achieving organizational goals. Organizations may identify the need for training on effective teamwork, conflict resolution, building trust, and leveraging diversity within teams. Professional Development and Career Growth Supporting employees' professional development and career growth is a common need. Organizations may offer training on career planning, goal setting, performance management, and providing opportunities for skill-building and advancement. Industry-specific Knowledge and Certifications Some organizations require employees to possess industry-specific knowledge or certifications. This can include areas such as healthcare regulations, financial industry standards, environmental sustainability practices, or specialized technical expertise. Employee Well-being and Resilience Recognizing the importance of employee well-being, organizations may identify the need for training programs that address stress management, work-life balance, mental health awareness, resilience building, and promoting a healthy workplace culture. Technical Training on New Systems or Processes When organizations implement new systems, processes, or technologies, there is a need for specific technical training to ensure employees can effectively use and adapt to the new tools or workflows.
- 16. Organization’s Learning and Development Needs What are the data and information available to assess Organization’s Learning and Development Needs? What are the key insights ? What are your company Learning and Development Needs ?
- 17. My Team and My Learning and Development Needs What are the key findings of my team and or my skills or competencies gaps? What challenges or obstacles is the team facing in achieving its goals? What are My team and/ or my Learning and Development Needs ?
- 18. L & D OBJECTIVES
- 19. Learning Objectives • Establishing clear and measurable learning objectives is a critical step in the learning and development process. • These objectives define the desired outcomes of the learning program and guide the design, delivery, and evaluation of the program. • In addition, following the SMART goals, learning objectives must also directly contribute to building the skills, knowledge, or competencies that are necessary for individual and organizational success. • Effective learning objectives are designed to engage and motivate learners. They highlight the relevance and importance of the learning outcomes, creating a sense of purpose and motivation for learners to actively engage in the learning process.
- 20. Examples of Learning Objectives These learning objectives are to drive the organization towards long- term success, employee engagement, and continuous improvement. It's important to align these objectives with the organization's vision, mission, and strategic priorities to ensure they have a meaningful impact on the overall growth and success of the organization. Cultivate a culture of continuous learning and innovation by providing learning opportunities and resources that encourage employees to embrace new technologies and processes, fostering a 25% increase in employee-driven innovations within two years. Develop future leaders by implementing leadership development programs that equip high-potential employees with the skills and competencies needed to lead strategic initiatives, resulting in a 30% increase in internal leadership promotions within three years. Foster a customer-centric organization by providing customer experience training to all employees, resulting in a 20% improvement in customer loyalty and repeat business over the next five years. Drive operational excellence by delivering process improvement training and empowering employees to identify and implement efficiency measures, resulting in a 15% reduction in costs and a 20% increase in productivity within three years.
- 21. Organization’s Learning and Development Objectives What are the organization's strategic goals and priorities, and how can L&D initiatives contribute to their achievement? What specific skills and competencies gaps that need to be addressed for the organization to stay competitive and succeed in its industry? What are the critical leadership capabilities needed to drive organizational growth and develop future leaders? What are the desired behaviors, values, and cultural attributes that L&D initiatives should promote within the organization?
- 22. My Team and My Learning and Development Objectives What are my team strategic goals and priorities, and how can L&D initiatives contribute to their achievement? What specific skills and competencies gaps that need to be addressed for the team to perform? What are the critical leadership capabilities needed to drive my team? What are the desired behaviors, values, and cultural attributes that L&D initiatives should promote within my team?
- 23. MY INDIVIDUAL DEVELOPMENT PLAN
- 24. Individual Development Plan Is there any form or structure of Individual Development Plan in your company? When was the last time you have had formulated your IDP? When was the last time you have had an IDP conversation with your team members?
- 25. Individual Development Plan IDP is a process you own, in partnership with your manager, to enhance your professional growth by: • Identifying and pursuing your personal goals for professional development • Setting goals to learn or improve in important competencies you will need now or in the future • Identifying your strengths, talents and passions and planning ways to use them on the job
- 26. Step-by-step of Individual Development Plan IDENTIFY my Professional Goals (Begin with the end in mind) • What do I want to achieve in the future? • What opportunities exist in my current role that will help me develop and grow? • What do I want to learn…prepare for? MEET With my Manager and Act on My Plan • Schedule a meeting with my manager to discuss my draft IDP. • Refine my IDP. • Partner with my manager to make the plan work. • Act on the plan and assume ownership. My Professional goals on the IDP. DETERMINE my Strengths and Development Opportunities • Based on performance feedback and review :What are my strengths? What are my areas to improve, or new areas to learn? • What are my passions, what do I love doing? My strengths and development opportunities PLAN Your Focused IDP Objectives and Action Steps • What will my objectives be for this IDP? • What development opportunities are important for me to focus on? • What SMART action steps will I take to achieve my IDP? My ideas for development activities Step 1 Step 2 Step 3 Step 4 My finalized IDP with Manager’s support
- 27. Where I see myself in the future (my career and/or professional growth goals)? What I see as my strengths? What I see as my development opportunities ? Development Plan I will commit to with my manager’s support Activity : Individual Development Plan (15 mins)
- 28. Examples : Individual Development Plan Where I see myself in the future (my career and/or professional growth goals)? I would like to be using my knowledge of accounting in a more senior role – maybe in 3-5 years. This could be at the Assistant Manager level, where I could influence decision making and contribute to better financial planning and budgeting process. What I see as my strengths? • Accounting knowledge • Ability to explain Finance Info to employee across levels including senior leaders • Strong Analytics What I see as my development opportunities ? • Need experience managing people • Learn how to delegate effectively Development Plan I will commit to with my manager’s support • Present the quarterly financial meetings to senior leaders (work with my manager) • Create plan to delegate ongoing analysis to junior staff and monitor their work closely by Q1 • Meeting with my manager to review people challenges/progress and get coaching.
- 29. Development Opportunity : Time Management Definition: Budgets time effectively and uses it efficiently. Values time of self and others. Attends to priority items first. Does not spend too much time on non-critical issues. Protects time for proactive work as opposed to reactive work. Suggested Development Activities: • Do not overbook your schedule; be realistic with what you can accomplish in one day. • Identify a significant time waster and make a plan to reduce the problem. • Establish a habit of creating a daily to-do list, noting the most important items for the day. • Work on completing all the most important items for the day. • Know the long-range goal of an assignment and stay focused by creating milestones along the way. • Before attending meetings, make an agenda, or get a copy of the agenda in order to be prepared. • Group tasks into categories of: Critical, Important, Nice to Do; refer to the categories when budgeting your time.
- 30. Development Opportunity : Delivering High Performance & Motivating Subordinates Definition: Is a role model in fulfilling job responsibilities. Creates a culture of high expectations for job performance. Suggested Development Activities: • Clarify your job responsibilities with your manager and determine what outstanding performance would look like. Use that information in setting performance goals. • Take deadlines seriously; complete tasks on time. • Be an example of commitment and quality in performing your work. Be enthusiastic about your work and share your enthusiasm with others. • Set the bar higher by envisioning excellent performance of a task or assignment and share your expectations with others. • Compliment direct reports and/or colleagues who display high performance and commitment standards. • When assigning new or challenging work, express confidence that the person will succeed. Set the individual up for success by setting clear goals and expectations for performance.
- 31. Development Opportunity : Teamwork and Collaboration Definition: Seeks information and input from other team members when working on projects or solving problem and challenges. Willingly provides support and shares information to help others reach their goals. Develops and maintains relationships with people in other departments and groups. Suggested Development Activities: • Work with a colleague to overcome team challenges or issues. • Work with a colleague in another department to solve an inter- department problem. • Volunteer to work on a project that includes other departments. • Identify departments with whom you interacts and create a list of people it would be helpful to learn more about. Set up a meeting with each of them to build rapport. • Identify an existing problem in your team and have a brainstorming session to solve the problem.
- 32. Development Opportunity : Effective Communications Definition: Writes and speaks clearly and concisely. Listens effectively. Creates and communicates compelling messages which inspire action. Can assess the interests and needs of individuals and elicit appropriate buy-in. Suggested Development Activities: • Present at a team meeting and ask for feedback from the meeting leader. • Encourage discussion and questions when communicating new information in order to confirm your message has been understood as you intended. • Before delivering a message, share a written draft of your message with a trusted person asking him or her to identify how the message could be improved, clarified, or made more exciting with examples. • On a project for which you need extra effort from project members, create a deck which uses graphics and pictures to inspire the action you are requesting. • Before presenting a new process to your department, engage department members to identify their interests. Present the new process emphasizing the benefits of the change for the department.
- 33. MCQ on Learning and Development 1. What is the ultimate goal of an effective learning and development strategy in organizations? A) Achieving high training attendance rates among employees B) Providing opportunities for employees to pursue personal interests C) Increasing employee job satisfaction and work-life balance D) Driving organizational success and achieving business objectives 2.Which role is responsible for identifying learning needs, designing training programs, and evaluating their effectiveness? A) Human Resources department B) Line managers/supervisors C) C-level executives D) Employees themselves 3.What is the primary goal of conducting a needs assessment in learning and development? A) Identifying skill gaps and performance deficiencies B) Determining the budget for training initiatives C) Evaluating the effectiveness of current training programs D) Assessing employee satisfaction with the learning process 4.What does an Individual Development Plan (IDP) typically involve? A) A comprehensive training budget for an organization B) A customized roadmap for an employee's professional growth C) A performance appraisal system for evaluating employees D) A company-wide strategic plan for learning and development
- 34. MCQ on Learning and Development 5.Which approach is most effective for ensuring that learning and development initiatives align with organizational goals and strategic priorities? A) Providing a wide range of generic training programs for employees to choose from B) Conducting regular performance appraisals to identify training needs C) Collaborating with key stakeholders to identify learning priorities and objectives D) Implementing a mandatory training curriculum for all employees 6.Which statement best describes the importance of learning and development for employee engagement and retention? A) It has minimal impact on employee engagement and retention. B) It is important for engagement but not for retention. C) It is important for retention but not for engagement. D) It is important for both employee engagement and retention. 7.Which of the following is a key responsibility of line managers/supervisors in the learning and development process? A) Developing the annual training budget B) Delivering all training programs to employees C) Identifying training needs and providing feedback to HR D) Creating individual development plans for employees 8. Which of the following is a key responsibility of employees in the learning and development process? A) Allocating the budget for training initiatives B) Designing and developing training programs C) Participating actively and taking ownership of their learning D) Evaluating the effectiveness of training programs
- 35. BONUS : MY LEARNING PREFERENCE & LEARNING STYLE
- 36. Activity : Learning Preference (10 mins)
- 37. VARK Model • The VARK model was created by Neil Fleming, a New Zealand teacher and educational theorist, in the late 1980s. • Fleming initially designed the model as a tool to help teachers understand and address the diverse learning preferences of their students and now widely used among L&D practitioners. • Learning styles theories propose that people may have different strengths and preferences in how they. • Fleming's VARK model categorizes learners into four main styles: Visual, Auditory, Reading/Writing, and Kinesthetic. • Each style represents a distinct preference for receiving and assimilating information.
- 38. Visual • Visual learners have preference for seeing information through images, charts, diagrams, and videos. • Characteristics of visual learners: • Absorb and remember information better when presented visually. • Prefer to study or learn in a quiet and visually organized environment. • Have a keen eye for details and visual patterns. • Benefit from the use of colors, images, and spatial representations. • Tend to be observant and notice visual details in their environment. • Effective learning strategies: • Utilizing visual aids • Incorporating diagrams and infographics: • Using videos and animations
- 39. Auditory • Auditory learners have preference for learning through listening and speaking. • Characteristics of auditory learners: • Retain information better when it is presented orally or through auditory means. • Prefer discussions, lectures, and audio-based resources. • Have good listening skills and can understand verbal cues effectively. • Benefit from repeating information aloud or engaging in discussions. • Tend to have good listening skills and enjoy participating in conversations. • Effective learning strategies: • Conducting interactive discussions: • Utilize vocal variation, intonation, and emphasis • Using audio recordings or podcasts
- 40. Reading / Writing • Reading/Writing learners have preference for learning through reading and writing activities. • Characteristics of reading/writing learners: • Engage well with written texts, notes, and written instructions. • Prefer to take notes, summarize information, and engage in written exercises. • Benefit from well-organized written materials and structured learning resources. • Tend to be skilled in note-taking and enjoy reading and writing activities. • Examples of effective learning strategies : • Reading materials relevant to the topic of study. • Note-taking and summarizing information • Writing tasks to promote deeper understanding and critical thinking.
- 41. Kinesthetic • Kinesthetic learners have preference for hands-on activities and physical engagement with learning material. • Characteristics of kinesthetic learners: • Learn best through movement, touch, and physical experiences. • Prefer activities that involve manipulating objects, experiments, and role-playing. • Benefit from engaging in real-life applications and practical demonstrations. • Tend to have good coordination and enjoy engaging in physical activities. • Effective learning strategies: • Hands-on experiments or demonstrations • Group activities and role-playing exercises • Hands-on projects and interactive simulations
- 42. The Importance of Recognizing Learning Preference • It's important to note that individuals may have a combination of learning styles, with varying degrees of preference for each style. • Understanding these characteristics can help individuals : • Enhanced engagement: You are more likely to be engaged and motivated when the learning methods align with your preferences. • Improved comprehension: When information is presented in preferred formats, you can better understand and process the content. • Increased retention: Matching instructional methods to learning styles can enhance information retention and long- term memory. • Personalized learning: Catering to diverse learning styles supports individualized instruction and promotes a sense of inclusivity. Recognizing and addressing different learning styles can improve learning outcomes.
- 43. My Experience in HR: • Diverse HR expertise and developed HR strategies across various industries • Advocate for Talent Empowerment and continuous Learning Development • Led Change and Culture programs, driving effectiveness. https://www.linkedin.com/in/azis-chin-61489a1b/ azis.chin@gmail.com Connect for a Potential Collaborative Future Providing Services for Passion Projects • Customized HR Consulting: Tailoring solutions to your unique HR and business challenges. • Crafting HR Frameworks : Manpower Planning to Leadership Effectiveness • Tailored Training Programs: Bridging skill gaps to enhance leadership and operational effectiveness Transforming Experience into Passion: HR Consulting and Training Partner My Passion in HR: Empowering People, Transforming Organizations - Partnering for progress in HR, leadership and culture