Employee skills, expertise, and motivation are vital to achieving extraordinary results in any organization. To grow each of these, learning and development must be central to the company strategy. When it comes to achieving results from learning and development programs, the primary focus should be on the value these programs provide to the business. However, an organization is the sum of the accomplishments of each individual on the team. When employees excel and grow individually, companies win. Well-designed learning programs can help achieve individual and organizational success when they meet the following characteristics:
1. Go beyond traditional training to make learning engaging
The 70:20:10 theory states that 70% of learning occurs on the job, 20% through peers, and 10% through formal learning events. This theory should encourage organizations to foster a culture of continual learning. To outpace traditional training, L&D managers must choose cost-effective solutions, show proven positive results, and achieve a low turnover rate. To customize a training program to achieve desired results, they should consider various factors such as initiative timing, audience size, and delivery modes. According to Axonify, 93% of employees believe that employee engagement is positively impacted by well-planned employee training programs.
2. Make training count by filling in gaps
According to Corporate Learning Network, for 68% of employees, the most essential organizational policy is training and development. In order to fill existing skill gaps in their teams, L&D managers must plan for input, reaction, and learning. This ensures that the appropriate stakeholders are included in the right programs and that learning materials are actionable, compelling, relevant, and meaningful.
3. Improve outcomes by enhancing skills
According to LinkedIn Learning, 94% of the employees will stay with a firm longer if the firm invests in employee learning and development. L&D leaders look for practical learning solutions and visible results. Designing training modules that include real-world application and demonstrate effect on the market ensures that learners will use the information to meet corporate objectives. At both the implementation and effect levels, outcomes should be measured to achieve the desired results and to solve any training hiccups or issues.
4. Make training trustworthy by proving the business case
Firms should conduct individual or group evaluations and track outcomes to compute return on investment (ROI) and return on equity (ROE). The first step is to separate the program effects from impact data. If ROI and ROE are anticipated, the next step is to turn data into cash. Then weigh the financial advantages against the program expenditures in an ROI and ROE calculation. The business effect is directly related to the program and the financial ROI, similar to how a CFO would calculate for a capital investment.
5. Invest in organizational growth patterns and choose the best
Incorporate practical training and development programs that deal with performance objectives. Doing so rekindles the academic achievements of your employees. It shifts the responsibility for achieving corporate goals to all stakeholders. The training modules are not simply about absorbing skills and knowledge but also about applying them in the business. Learning is now well-defined as a critical driver of organizational effectiveness.
Now that you know why learning programs are a great investment and how they can elevate your organization’s performance, it is time to design one. To help you with this, ansrsource has put together a guide: Designing a Learning Program That Shows Results. The guide features the steps you need to take to make the most of your learning programs. Get your free copy of the guide by filling out the form below:
