“Train people well enough so they can leave. Treat them well enough so they don’t have to.” – Sir Richard Branson
LEARNING & DEVELOPMENT
L&D can be categorised as an intermittent practise of galvanising employees with specific flairs for better business performance. Teams and individuals are up skilled to outperform their current roles and reskilled for newer challenges in the establishment. Ultimately L&D focuses on bridging the proficiency gap at the place of work. Thus, it is directly linked with the talent management strategy, whereby learning is a tool to assimilate, foster, extend and preserve talent.
How it works?
- Skill Gap Analysis: Reviewing the existing bent with the organisation and then identifying the improvement areas, skill shortage and the potential prospects in line with the existing/upcoming business goals.
- Strategy Formulation: Interpretation of the most effective strategy to make up an appropriate learning journey.
- Procurement: Assistance in the form of Consultants, latest L&D technologies and Coaching Organisations from within the company or outsourcing professionals.
- Implementation: Implementation of the associated strategy designed and inducting them via expertise and knowledge procured.
- Evaluation: Evaluating the talent gap before and after organising such a program.
What matters to people…
In order to build a rewarding employee experience, one needs to understand what matters most to people.
- It has been largely observed that Human Resources tend to pick up 70% of their skill over the regular course of employment.
- 20% of the expertise of the employees is developed while working with their colleagues and peers. This is the biggest reason why the placement of the workforce with the right teams is critical.
- 10% of the residual learning takes place through formal training sessions. Although, it is a marginal share but still the essence of classroom learning is indispensable.
Objective of L&D
Major objectives of L&D may scale from one organisation to another depending upon the nature and area of operation of the company and in case of individual’s may vary from person to person.
- Business Performance: It is listed on top as the volume of the work accomplished increases. Sustainability of business through the phases of digital transformation, economic disorders and other hostile state of affairs becomes smooth.
- Employee Retention: Escalation in the employee retention rate, reduction in voluntary turnover over a period of time and pulled down stress levels at work are the quintessential representations of a successful L&D program.
- Employer Branding: New job roles being occupied in a condensed time frame, considerable reduction in marketing and recruitment costs, upward trend in applicants are such indicators, which is only possible with effective L&D services.
- Personal Improvement: Attaining goals, enriched work life balance, augmented employability and higher job security are the markers of employees attaining self-actualisation and this helps in tapping full potential of the employee.
What do WE do?
This is where Team Recruiters Learning & Development Services step in to help organizations make the right Up-skilling decisions for their teams. We focus on choosing the right leaders to help your organization achieve unparalleled excellence. We leverage our solid experience and expertise to help employees and professionals achieve their full potential. We also help build and coach leadership capability needed to deliver performance.
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