Learning & Development: Strategies Guide
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Learning and development (L&D) is essential for enhancing employee skills and engagement, driving productivity and growth in organizations. Effective L&D strategies include various approaches such as instructor-led learning, coaching, mentorship, and social learning, all tailored to individual needs. To develop a successful L&D strategy, businesses should clearly define goals, analyze skill gaps, and align efforts with overall business objectives.
Learning & Development: Strategies Guide
- 1. Learning & Development A complete guide to all the strategies a business could ever need
- 2. What is learning and development? Learning and development is an all-inclusive activity that involves the acquiring of knowledge (learning) to better perform new or existing skills (development) in the workplace. L&D is traditionally an arm of the human resources branch in an organisation.
- 3. Why it matters to employees L&D gives employees a purpose outside of their pay cheque by providing a goal to strive towards. This in turn helps make them more engaged in the workplace.
- 4. Why it matters to employers 80% of an organisations value tends to come down to its relationship with its people. If people are the source of better productivity and growth, then resources are best devoted to giving them avenues to learn skills that lead to a more efficient and creative output.
- 6. Instructor-Led Learning that is delivered via a teacher, instructor or facilitator in sessions such as face-to-face lessons, masterclasses or lectures.
- 7. Coaching Where coaches usually attach meaningful goals and strategies to coursework to encourage teamwork.
- 8. Mentorship A learner will shadow or receive advice and guidance from a mentor (usually someone in a senior role) to gain deeper on-the-job knowledge in their sector.
- 9. Social Learning A collaborative, learner led process through which knowledge is shared and affirmed via social interaction like forums and group activities.
- 10. L&D Strategies
- 11. Learner-Centric Personalised learning pathways that combine with workforce goals means not only is the content learners consume adapted to their needs, but so is the way in which they consume it.
- 12. Strength-Based Learning that enhances existing skills. When an employee shows great leadership potential, providing L&D to harness that potential can increase engagement, create a sense of belonging and boost overall performance.
- 13. On-The-Job On-the-job training reinforces what is learned via an LMS through real-life development. This could be through teamwork, mentorship or even on-the-job skills-based assessments.
- 14. Steps To Develop A Good L&D Strategy
- 15. Clearly Define Goals Without goals, organisations may get swept up in eLearning trends. While trends are important to stay abreast of, they don’t all have a long-lasting impact. The latest buzz isn’t necessarily the greatest fit.
- 16. Analyse Skill Gaps Determine which gaps need addressing by conducting a skills gap assessment. Such an assessment helps to identify the skills needed for future L&D investment and other crucial organisational functions.
- 17. Align With Business Strategy The core mission of L&D is to support professional development, build or bolster capabilities, enhance company culture and reinforce company values – many of which translate to business objectives.
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