During the time of economic, social, environmental and technological changes learning has become more important than ever.
Today, I would like to focus on the link between learning and business performance, gathered after number of articles and resources that has been recently published by CIPD.
We need to pay particular attention to the values that learning delivers and the ways it can contribute to current and future business performance in this tight economic times.
Tight budgets
One of the biggest worries facing learning and development in the economic climate is that the employee development budgets are getting tighter and tighter. Therefore, the HR professionals trying to find new ways to inspiring people to learn and develop. The reluctant senior management to spend on employee learning, also need to be addressed. One of the ways, would be to strategise and ensure that the money are spent better.
We could invest in the most appropriate business areas after business assessment exercises, but also allow staff to manage the learning budget and let them to decide where money on development should be spent.
Leadership
Another important factor to consider, is that people don't follow out of duty and respect anymore. It is between the leaders and individuals now.
This means, that people join organisations and it is the treatment between individual leaders and employees who work to deliver change, that really matters. The effort is not based on money only these days. It is also based on the opportunity, skills development and new abilities.
The role of HR professionals therefore is to be leaders to develop a style of leadership that is not "One size fits all" and very much replaces what is used to be the cooperate contract between the individuals and the workers.
Within small organisations we can easily see how this relationship is developed and why the employees retention's are higher than they should be.
If you want average performance, treat people average. If you want exemplary performance,treat people as such.
Of course, this puts pressure on the leader. It is certainly a challenge to today's leaders to make the time and effort to develop their teams.
A good start, would be to do your inventory and find out what you have got. Check what time you have to give people something else that could potentially motivate them and inspire to be more creative and productive.
We know that we need efficiency, but to achieve it, we also need time to think. Some people convince themselves that pressure brings up the best in them. Managers know, however, that they need more time to think, solve issues, talk to customers and figure out a better way.
Therefore, we have and should find ways to find money and time for learning and development, even if these resources are of short supply. There is certainly an evidence, that those companies which do certainly thrive.
One of the CIPD surveys https://www.cipd.co.uk/Images/learning-skills-work-report-2021-1_tcm18-95433.pdf performed on the current approach of organisations to learning it is clear that the costs are tighter and demands are raising. The report, once again strengthens the importance of aligning of the learning opportunities with business needs and understanding what learning adds value to their organisations. Leaders need to be able to determine the learning gaps quickly. Additionally, new automated ways of learning should be developed.
Coaching could be one of them. Some of the feedback from individuals who has been coached, confirms that it often regenerates the commitment to organisation and make them feel supported and valued. The idea of a solid learning and development programme is to getting out best of your team and coaching if planned right can really deliver performance.
Certainly, learning and development programme planned right, can bring the organisations forward. The modern business leaders are coming to realise that it plays an important role to make their business successful. Many businesses may want to stop and think about it, then decide what is it that can be actioned to change the organisation for better.
It is still possible to work within money and time constraints. Not always learning requires taking people out for a huge chunk of time.
We can assess our processes and evaluate options.
Change management
Delivering change requires confidence. Additionally, we need to focus on long term benefits and avoid short term hits, as they can cause damage. It is important to take it more slowly.
We need to target right learning to the right people. Companies who embrace wanting to be an excellent organisation will recognise that different level of output is required from different people.
Single ways of addressing people and learning spread out across companies. Businesses consider what it takes for an individual to perform well that is bringing a really positive output from everybody.
Highly tailored individual solutions therefore are the key. This brings a critical view to the talent management.
If we get the deal right for each employee, we will see a significant improvement to the organisation. This allows to put it more tightly of where we put our resources, therefore allows to work to tighter budgets and funding.
If we have smart people in the organisation and don't work with them on their development, they will leave. "One size-fits-everybody" approach might make us to loose the people we should retain.
Resources:
CIPD, 2021, https://www.cipd.co.uk/Images/learning-skills-work-report-2021-1_tcm18-95433.pd
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