Meaningful organizations require continuous learning and development to nurture and retain top talent to take on the future challenges and to act with more understanding and authority to meet the strategic objectives.
“A culture of learning and development, in the modern times, is directly related to the progress of the organization as it nurtures the top talent and equips the others with tools to grow and to perform better. Companies that transform their learning and development are not only able to accelerate skills development, but also can dramatically improve employee engagement and retention. Companies see an urgent need to build skills and capabilities and are now focused on transforming their learning organizations and strategies. We require a plan to prepare our organizations to meet the learning and development challenge.” (Global Human Capital Trends Report 2015)
“Organizational learning and development is necessary in the knowledge economy, where a culture of continuous improvement is required.”
― Jim Collins, Good to Great
“Every enterprise is a learning and teaching institution. Training and development must be built into it on all levels—training and development that never stop.”
― Peter F. Drucker, The Essential Drucker
Critical Questions
- Do you have a clear vision for L&D?
- Can we say that building organizational capabilities is your top priority?
- Do you know what sort of capabilities you require for boosting your performance?
- Are your L&D activities aligned with your strategic business interests and the required capabilities?
- Do you know how many gaps exist between your L&D and the world’s best practices?
- Do you know that the skills you focus on are based on competitive reasons or derived by the organization culture?
- Are you good at the effective execution of your L&D activities?
- Do you know what activities for your L&D should be prioritized? Which areas are the most critical?
- Are your training programs effective enough to derive the business performance?
- Do you invest enough in the capacity building of your frontline?
- Is the learning at your organization address the individual needs of your employees? Do you customize your learning programs to employee’s specific strengths and needs or do you apply the same solution for everyone?
- Do you apply a blended learning approach?
- Where do you lie on the Organizational Learning Maturity Scale?
What actions you require for upgrading your learning and development function that is in line with your strategic objectives and global best practices?
Process
Here is our complete process for transformation of learning and development function
Learning & Development Diagnostic & Needs Assessment
Learning & Development Strategic Alignment
Learning & Development Programs finalization
5 Year Learning & Development Strategy
Learning & Development Diagnostic & Needs Assessment
A comprehensive evaluation to understand the current status of learning and development and existing gaps at the company. Following areas would be of our focus in analyzing and designing the learning & development strategy.
Learning & Development Strategic Alignment
As per the existing gaps and keeping in view the organizational strategy, learning and development areas would be identified.
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Learning & Development Programs finalization
5 Year Learning & Development Strategy
After the whole above exercise, a strategic plan would be designed to outline the whole process of implementation of learning and development programs.
Creating a Common Language
Good organizations are creating a common management language through the introduction of customized training programs. These programs are designed around future capabilities for different levels of the organization.
We have two such programs, Essential Management Program (EMP) that is designed for future leaders and Advanced Management Program for managers. For maximum ROI on these trainings we adopt a modular approach, where employees first apply new capabilities in the workplace before learning new capabilities.
Essential Management Program (EMP) Modules
Leadership in Practice
Managing & Leading Teams
Performance Management & Coaching
Employee Engagement
Advanced Management Program (AMP) Modules
Senior managers, in today’s continuously changing business environment, need multifaceted tools, techniques and ways of analyzing and solving business situations. We design Advanced Management Program (AMP) for Mid-Senior Level Managers in the organization. This program focusses on effectively leading large and complex teams, developing leadership talent of their employees and creating high performing teams.
Leadership, Coaching & Performance Management
High Performance Culture
Leadership Paradigm
Talent Development & Management in multi-functional teams