The Importance of Learning and Development in Today's Workplace
In today's skills-constrained workplace, learning and development programs are not just activities to improve productivity and reduce rejections. When understood correctly and managed religiously, they can be one of the most important sources of competitive advantage. It is your entire learning strategy, which is sometimes more complex than mere training. To make managers good to great, it is a combination of training, performance support, and coaching. Knowledge sharing and building a culture of learning through training and development should be the net outcome.
Integrating Learning with Talent Practices
Organizations should not only understand the basics of training and development but also integrate it with talent practices to create a culture of learning. It can perhaps be the most important asset an organization can build.
Formal vs. Informal Training
It is not true that organizations without formal training do not have learning and development. In such organizations, managers and subordinates tend to train each other and make efforts to do their jobs more effectively. However, for a competitive advantage, this is not sufficient. The presence of professional training for capability building of resources is crucial.
Challenges in Capability Development
Capability development of employees will be an important challenge for organizations in the times to come. To build capability, the training strategy must heavily focus on deep expertise development, collaboration, knowledge sharing, and continuous reinforcement of expertise. This also includes creating a culture that is open to mistakes, establishing a value system around learning, building trust, and giving employees time to reflect.
Achieving Competitive Advantage
Competitive advantage through learning and development can be achieved by developing practices that precede employment and extend beyond termination. Common training pitfalls can be avoided by developing programs that incorporate the overall business strategy and coordinate their activities with other HR practices.
The Importance of Implementation
No matter how great a training activity looks on paper, the implementation is what really counts. A simple, well-designed, and well-implemented thoroughly focused program will beat out magnified but poorly implemented programs.
Expert Insights
Experts on learning and development like Sudeepto Mukherjee, Padmaja Sn, Jacob Mathew, Sreenidhi S.K., K.S. Ahluwalia, Brig. (Retd) Sushil Bhasin, Amarnath Rao, Rohit Rajput, B.S. Dagar speak in the June cover feature, finding ways and means for it to bring significant returns and become a key driver of competitive advantage.
Regards,
Anil Kaushik
Chief Editor, Business Manager-HR Magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
Email: [Email Removed For Privacy Reasons]
Location: Delhi, India
From India, Delhi
Acknowledge(0)
Amend(0)
181In today's skills-constrained workplace, learning and development programs are not just activities to improve productivity and reduce rejections. When understood correctly and managed religiously, they can be one of the most important sources of competitive advantage. It is your entire learning strategy, which is sometimes more complex than mere training. To make managers good to great, it is a combination of training, performance support, and coaching. Knowledge sharing and building a culture of learning through training and development should be the net outcome.
Integrating Learning with Talent Practices
Organizations should not only understand the basics of training and development but also integrate it with talent practices to create a culture of learning. It can perhaps be the most important asset an organization can build.
Formal vs. Informal Training
It is not true that organizations without formal training do not have learning and development. In such organizations, managers and subordinates tend to train each other and make efforts to do their jobs more effectively. However, for a competitive advantage, this is not sufficient. The presence of professional training for capability building of resources is crucial.
Challenges in Capability Development
Capability development of employees will be an important challenge for organizations in the times to come. To build capability, the training strategy must heavily focus on deep expertise development, collaboration, knowledge sharing, and continuous reinforcement of expertise. This also includes creating a culture that is open to mistakes, establishing a value system around learning, building trust, and giving employees time to reflect.
Achieving Competitive Advantage
Competitive advantage through learning and development can be achieved by developing practices that precede employment and extend beyond termination. Common training pitfalls can be avoided by developing programs that incorporate the overall business strategy and coordinate their activities with other HR practices.
The Importance of Implementation
No matter how great a training activity looks on paper, the implementation is what really counts. A simple, well-designed, and well-implemented thoroughly focused program will beat out magnified but poorly implemented programs.
Expert Insights
Experts on learning and development like Sudeepto Mukherjee, Padmaja Sn, Jacob Mathew, Sreenidhi S.K., K.S. Ahluwalia, Brig. (Retd) Sushil Bhasin, Amarnath Rao, Rohit Rajput, B.S. Dagar speak in the June cover feature, finding ways and means for it to bring significant returns and become a key driver of competitive advantage.
Regards,
Anil Kaushik
Chief Editor, Business Manager-HR Magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
Email: [Email Removed For Privacy Reasons]
Location: Delhi, India
From India, Delhi
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
01 Learning and Development Strategy.ppt
Training and Development.doc