Corporate learning as the solution to industry irrelevance
While learning is a term most companies use to cite their training arm/department, corporate learning champion a much wider conception as it regards a company-wide learning culture where both employees and the organization constantly learn and adapt.
Today, given the breathtaking rate of growth in technology, there is a higher need to explore and exploit new solutions to improve efficiency and competitiveness in the workplace. This has in turn ‘forced’ most companies, if not all, to go ‘back to school’ by upgrading employee’s knowledge and expertise in their related fields through various training and development programs. If your work processes are outdated or old fashioned, it is likely that employee output will reflect this
According to a survey by Deloitte consulting LLP, from 2016 to 2017, business & HR leaders concern with learning & career development skyrocketed up by almost 40%
The appetite for knowledge is also been enormous. In the current multi-generational diverse workforce, forty two percent of millennials pronounce that they are likely to leave their organizations because they are not learning enough. In simple terms, they are unwilling to invest their energy in a firm that does not put their individual interests first. All this self-driven learning, whether at the point of need or to prepare for the future, is hidden to some employers.
Corporates can use two educational strategies:
1. Training for new hires
Whether they dribble in one at a time or en masse, employees who receives the necessary training are more able to perform in their job. It lays a foundation for the new employee’s entire career within their departments, encourages confidence and ease of adapting to their job. Whether they were doing an almost similar job or not, it should never be a ‘welcome, this is your workstation and this are your colleagues’ kind of orientation.
2. Ongoing training and development
This is where employees are empowered to do their jobs more efficiently to produce standardized results. Ensure that training programs are offered not only for management, but also for the general workforce. Both formal and informal learning is vital to achieve all rounded employees.
Despite the obvious mastery on the importance on knowledge, learning landscape in some corporates is rather fragmented.
The organization that will survive are those that are deliberate in their approach to improving the speed of learning and performance change. Whether you have made it to the heights or slowly coming up the growth curve, those that won’t adapt to learning will be left in the dust