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Hi, I Am Pursuing My MSc Psychology In Human Resource Development And Am Looking For Your Inputs on the below points Of A Person As A Learning Strategist
Some of the challenges are Driving Learning Adoption. Most End Users Tend To De-Prioritise Learning Due To Delivery Pressures. Driving Adoption Is A Significant Challenge.
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The other challenges are the changing scenarios. To cope up with the pace of technological changes and advancements. It is more of strategic learning these days than tactile learning. The learning modules are to be aligned with the business goals. And business goals will expand according to the market trends.
On the point on driving adoption, one key aspect that most end users look at is, 'How relevant is the learning to a. my overall development b. my work on the job'. The intent behind the learning plans should thus be clear to the employees where they see some tangible benefits to their work from the learning intended for them. Another challenge with respect to learning esp. the classroom ones is that, training programs are seen as more of a 'ritual', and effectiveness and impact of learning is not 'qualitatively' measured. Also, there has to be a clear linkage between learning and career growth, esp. in an environment where the 'millenials' and 'Gen Y' are the majority. So, IDPs and implementation focus on IDPs play a major role...
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