Agenda

What’s happening in L&D & how does this relate to what’s happening in HR

Learning & Development Strategies

What do people in organisations want from HR and L&D?

Benchmarking.

Learning and Development

• Learning and development strategy is an organizational strategy that articulates the workforce capabilities, skills or competencies required to ensure a sustainable, successful organization and that sets out the means of developing these capabilities to underpin organizational effectiveness.

Position of Learning and development in organizations.

Key Findings

•One-third of companies are increasing their budget for learning and development.

• 41 percent of companies describe their culture as “Controlling.”

•Only 10 percent of companies are leveraging mobile learning solutions.

• 59 percent of companies are leveraging social learning activities.

Importance of L&D in Today’s Organization

Prioritizing the Individual:Developing morale and motivation of employees. To aid staff retention and lower costs Learning and development go hand in handLearning fosters understand and appreciation of other

perspectivesChange the attitude/behavior in the organization.

If a company’s Board of Directors don’t have a learning culture they become irrelevant. To avoid this and increase leadership, learning and development need to be embedded in the cultural DNA via a ‘Learning Board’.

Recent trends in Learning and development

• In today’s world, organizations that fail to adjust their learning management practices and solutions often struggle with organizational growth or productivity. As a result, leading companies are abandoning traditional methods of learning in favor of more effective solutions—often involving technology innovation—that engage talent and improve performance.

The key trends• Tailored training: Organizations will tailor the learning experience to

the needs of the enterprise as well as the employee. To sustain the enterprise’s growth, employers will ensure that their L&D strategies are directly aligned with their business strategies. • Social and informal learning: Social and informal learning are all

about capturing knowledge and expertise from inside and outside of the organization and then sharing it among employees with maximum efficiency.•SaaS and mobile solutions: Employers will continue to embrace

cloud-based solutions and the use of mobile devices. SaaS and mobile are essential for delivering increased amounts of streaming video, digital content and other types of new media that support on-demand learning.• Collaborative learning cultures: Collaborative Learning is a process in

which two or more individuals obtain knowledge together, or in a group setting.

Link between Learning & Development and HR

Getting the best out of people and linking their skills and capabilities drives performance. It can also help people find their strengths and potential. That’s where learning and development comes in role in HR.

learning solutions focus on developing or enhancing the competencies and behaviors needed by individuals and teams in order to accomplish meaningful goals. Employees can choose courses, programs and educational benefits offered by the Office of Human Resources.

Learning & Development Strategies

Learning Needs Assessment focuses on how to determine the development needs of individuals, teams, and departments.

Development Programs outlines different ways to foster internal development programs and promote development planning.

Learning Groups describes a method to promote knowledge sharing and learning by self-taught groups.

Peer Learning and Mentoring provides resources to encourage day-to-day learning with colleagues.

Learning On-the-Job focuses on strategies that use work assignments to build skills and add depth to the workforce.

What do people in organisations want from HR and L&D?

Learning and development is very much important for peoples in organization. They have a big expectations from L&D, because today’s world dynamically changing for that they need a good learning and development process to sustain in current market, reskilling, and achieve goals.

Benchmarking

What is benchmarking? Benchmarking is a business improvement tool that has been widely used in many aspects of business since the 90’s. Benchmarking is all about measuring and improving the quality of an organization’s performance. Other parts of our organizations have been doing this for years but L&D leaders, until now, have been slow to catch on.

Benchmarks in L&D

• Step 1: Preparation and planning: First prepare for the project and then plan for the project how to conduct. Recognize the need for benchmarking, determine the methodology I’m going to use, and identify the participants in my project.

• Step 2: Data collection: This stage involves deciding what I’m going to measure and how you'll measure it. I need to define the benchmarking envelope -- what is to be benchmarked and what is to be excluded. At this point, I could establish the metrics I intend to use. Finally I need to determine the most appropriate vehicle for data collection.

•Step 3: Data analysis: in that stage analysis the data which are collect form from different sources, but it must be sure that the data which are going to analysis must be relevant with the topic.

•Step 4: Reporting: The analysis must then be reported in a clear, concise, and easily understood format via an appropriate medium. Unfortunately, many benchmarking exercises stop at this point. But to maximize the value of the initiative, organizations must go further: They must build an understanding of the practices that enable the leaders to attain their superior performance levels.

• Step 5: Learning from best practices: In this step, the top-performing organizations share their best practices, to the mutual benefit of all of the bench markers. Of course, when some of the bench markers are true competitors, the options for sharing may be limited, and alternative approaches may be required to establish learning.

• Step 6: Planning and implementing improvement actions: Once the learning points have been ascertained, each organization should develop and communicate an action plan for the changes that it will need to make in order to realize improvements

• Step 7: Institutionalizing learning: The insights that I've gained and the performance improvements that I've achieved must be fully embedded within the organization; it's critical to ensure that the gains are rolled out throughout the business and sustained over time.