Today, recruitment challenges are not the sole cause of HR manager’s anxiety. They also struggle with organizational productivity or growth because of inefficiency to adjust their training and development requirements &strategies.
This scenario calls for a proactive approach where HR managers are abandoning their traditional learning methods and favor more effective solutions. New Human Resource learning & development strategies focus primarily on better talent engagement and performance improvement, often involving “technology innovation”.
Begin with prioritizing the individual
Issues with employee turnover, short supply of leaders and the need to develop and engage employees are some of the critical issues experienced by organizations. Finding and keeping the talent is no longer just HR managers’ responsibility but has now become an organization’s priority.
Most organizations often fail to build healthy relationships with their employees to overcome these challenges.
With the rise in the independent working population and emergence of a younger generation, companies need to re-think their talent management strategies. It is high time that the organizations start to prioritize the “individual”.
Objective of Employee training and development:
- One can adapt to prerequisites of changing workforce
- Align as closely as possible with organizational goals
How organizations should focus on the systematic evaluation of efficiency & effectiveness of training and development?
For years, the field of HR development is focused on performance evaluations. The scope and emphasis has now shifted significantly. Most companies apply more logical, strategic and systematic approach going forward.
In an article published by Phillips, Jack J.; Pulliam, Patti F, they have mentioned precisely, at what level HR developments should be measured. Here is a highlight of the publication –
Five levels of evaluation
- Quantify participant satisfaction with program and capture planned actions
- Quantify changes in knowledge, attitude and skills (Learning)
- Measure changes in on-job behavior (Job Applications)
- Compare program benefits to the costs (ROI)
- Measure variations in business impact variables (Business Results)
Recommendations and trends
When we talk about different elements of talent management, then learning comes out to be the most innovative and a mature area. If we take a quick glimpse of HR development, then it is justified to say, learning and development has come a long way. The credit for this upsurge in talent management field goes to quick adoption to social collaboration and technology advancements.
Strategizing the is a daunting task for organizations. Though, it can be put on the easier path by following four best practices and trends.
- Understanding Social
To foster a learning culture, companies are investing in social collaborating tools and embracing social media tools. With every passing year, companies are adapting to latest technology but lacks in insight and knowledge to use these tools effectively.
The fact that user generated content is gaining maximum traction, Companies should also focus on micro-blogs and videos along discussion forums, document sharing, and blogs.
- Aligning with business objectives
Companies required to plan their future programs in perfect alignment with overall strategic goals.
Before making any technology investment, valuable inputs from business leaders must be taken. This will ensure that learning is able to drive – engagement, performance, and retention.
- Going Mobile
Mobile technology has transformed the entire picture of how companies interact, work and collaborate. Though organizations still finds it challenging to adapt mobile web-based learning solutions, companies must start to look beyond this barrier and make mobile learning solutions as a part of this equation.
- Considering adaptive learning
Organizations are now focusing towards adaptive learning instead traditional learning models. To learn at their own pace, is known as an “adaptive learning” approach.
This methodology is proven quite beneficial in employee engagement and retention as it builds employee confidence and overall domain expertise.
Nowadays, businesses do not hesitate in introducing a new technology or method in their organization. Nevertheless, they are reluctant in using these learning and development tools in its full capacity. It is essential that good insight and knowledge must be disseminated among HR leaders to overcome the challenges of talent management.
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