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How to Master Learning and Development at Your Organization

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Whether you call it learning and development, training and development, employee education, or staff training, one thing is for sure: creating an effective L&D program at your organization is paramount to its success.

That’s why we’re going to share some powerful strategies for mastering L&D at your organization today. Before we dig into those, however, let’s begin with the basics.

What is Learning and Development?

Here’s a handy definition from Toolbox.com:

“A specialized HR function, learning and development (L&D) is defined as the process of empowering employees with specific skills to drive better business performance. They may be upskilled to perform better in their existing roles or reskilled to take on new roles in the organization and fill the skills gap that is becoming common in the workplace these days.”

Why Does L&D Matter?

The difference between an organization with a great learning and development program and one without one is stark. Some of the specific differences you’ll see without L&D include lower employee satisfaction, poor business performance, and a high employee turnover rate. 

Now, with that out of the way, we can start on those strategies to help you master L&D at your organization.

How to Master Learning & Development

Get clear on your objectives

Most L&D programs have similar overarching objectives. That being said, it’s important to narrow down these objectives even further to make them specific to your organization.

Some of those overarching goals worth narrowing down even further include:

  • Developing and implementing learning strategies to help meet business needs
  • Evaluate employee development needs on an individual and organizational level
  • Ensuring specific business goals align with the L&D program
  • Utilizing learning and development technology to facilitate the program
  • Maintaining a sufficient L&D budget
  • Investing in training, education, and resources 

Consider your unique workforce

Diversity, equity, and inclusion have always been important. But unfortunately it has taken many organizations to make note of and take action on its importance until recently.

With this in mind, it’s important to consider the uniqueness of your workforce, including employees from different generations, backgrounds, and with entirely different life experiences. 

As it relates to L&D, it’s important to take this diversity into account. For example, Baby Boomer employees might learn more effectively and efficiently in traditional training sessions, while your Gen Z employees could prefer a digital learning track. 

Emphasize Diversity, Equity, & Inclusion

Speaking of diversity and inclusion, be sure to make this a special focus of your learning and development programs. Doing so can not only improve your employee’s experience, but it also provides a boost to your brand image. (Visit this link for some actionable steps to take toward real action on DEI today)

Along with DEI, your L&D program should also focus on preventing harassment and discrimination, including sexual harassment training. 

As for some ways to do this? Here are a few ideas:

“You can partner with specialized learning vendors in this space. You could also invest in training for unconscious bias elimination, curbing the problem at the very roots. In these areas, tools like virtual reality are tremendously helpful.”

Diversify your learning and development programs

Another strategy to consider is diversifying your L&D program and tailoring it to specific groups at your organization. Your L&D program needs to be uniquely designed to meet the goals and objectives of specific employees. 

As you already know, these goals and objectives will vary significantly across different groups at your organization. For example, a warehouse crew who doesn’t interact with customers wouldn’t reap the benefits of customer service training the way your sales team would. 

Focus on accessibility

Considering the diversity of your workforce is a great place to start when it comes to the best way to conduct L&D. Beyond that, it’s incredibly important to also focus on accessibility. For starters, that means embracing the power of mobile learning! This method of learning isn’t going anywhere so it’s important to get on board as quickly as possible.

Not to mention, there are all kinds of advantages to mobile learning. To name a few, it’s cost-efficient, time-efficient, and it even helps boost knowledge retention. 

Utilize benchmarks

It’s also important to create benchmarks that inform you of the success of your L&D program. One great way to record these benchmarks? With the use of live polling. For example, you can conduct a DEI survey today to find out how your employees feel about this issue. Then, following a training session with a DEI focus, you can run the same poll to see how results change. 

Learn more about live polling for learning and development, audience engagement, and collecting real-time data here.

 

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