All jobs require some level of training for new employees, and unfortunately for some organisations, induction training is as far as it goes.
When building an L&D strategy, there are multiple influential factors to consider, these include, but are not limited to:
- Business Strategy:
The business strategy establishes the training requirements for current and future job skills, and recognising the effect of internal and external context of the organisation allows you to see:
- The unique offerings and advantages of the organisation
- Future predictions of changes in the sector
- The need for adaptability to change in economic circumstances
- How customers’ needs and expectations change over time
Evaluating the effect of these factors is a key factor in building an effective L&D strategy.
- Use and availability of internal vs. external resources:
It is useful to consider whether you’re able to offer purely in-house training, or if you will require external training for the true benefit of your employees and organisation as a whole. Generally speaking, a mixture of both internal and external training reaps the most benefit – however dependent on various factors, such as company size and industry sector, there isn’t always opportunity to do this.
- Internal stakeholder assessment:
L&D has many stakeholders, all of various roles and responsibilities. By assessing internal stakeholders to identify and understand their learning and development needs, it clarifies what to do when training to address all of their needs suitably, all whilst ensuring whatever aspect of L&D they’re involved in is beneficial to them as well as other stakeholders.
- Future requirements:
L&D must evolve with the business, as your requirements, resources and tools progress, your strategy for L&D should reflect those changes. By reviewing goals and objectives and ensuring your L&D strategy aligns with them, you’re guaranteeing they progress together.
Learning and Development isn’t just about teaching people the baseline skills they require for their job, it’s about engaging and helping them build a career, bringing them a sense of feeling valued by, loyal to and committed to their place of work. Creating a strong development culture for your people is undeniably the key to engaging your staff and reaching goals.
For further information regarding the use of online assessment in your Learning and Development strategy, Book a Demo