The success of your organisation is dependent on the people who work within it. If your team doesn’t have the proper knowledge, skillset, or mindset, valuable time and money will be wasted. This is why large and small organisations need to invest in their team members through continuous learning and development.
Stick around to understand more as learning and development is a crucial part of any organisation. The more you know about L&D, the easier it will be to enhance your work culture and expand your impact on the world.
Before we delve deep into learning and development, let’s talk about what L&D is. Learning and development is a crucial part of Human Resource management. HR departments, or an HR manager, will craft unique learning and development strategies to improve their employees' skills, knowledge, and work ethic.
Each HR department has a different way of teaching and enriching the skill base of their team, which will depend on the size and practices of the organisation. But the aim of learning and development functions tend to be the same no matter where you go.
Learning and development help workers grow as professionals and make them into the best versions of themselves. In turn, organisations will gain more skilled workers who are highly competent, efficient and effective.
A wide range of training methods is used in learning and development programs. Typically this will be conveyed through online training courses, custom courses, in-person training, and other learning materials.
So, you now know what learning and development is now. But what is HR’s role in the L&D process and how do they work with the learning and development department?
Depending on the size of a company, there may be a part of HR that deals specifically with L&D.
The L&D team within HR will help with performance management. This includes helping team members reach specific work goals and getting them to an acceptable level of performance. Also finding any skills gaps and filling them. HR will also help with succession planning.
Succession planning can include recruiting, identifying and supporting the development of future organisation leaders. HR & L&D proactively work together to ensure the organisation has the right structure, incentives, skills, training and performance to meet both current and future organisation needs, often in highly competitive markets.
Finally, when new hires come into the company. This often includes supporting Senior Management to onboard new employees through companywide induction schemes, to give everyone a consistent joining experience and understanding of organisation culture, policies and processes, they will need to know, for their new role.
Post induction, L&D also have the role of the new employees continuous development, to ensure they have the right knowledge and skills to succeed in their role. The L&D team, hone in on identified skills gaps, or new skills the organisation needs to succeed and achieve their goals. Where they run organisation wide or specific functional role based training, dependant on the identified need.
Learning and development within larger organisations will be very coherent and structured. They will be part of the HR team, specifically responsible for organisation wide Learning and Development. They can also have a completely separate department with L&D specialists handling how the learning is implemented.
L&D in larger companies is highly organised and has a clear structure. The resources for this part of HR tend to be bigger often offering a range of internal and external courses.
Also delivering organisational leadership and management training courses, to help improve existing and managers of the future, skills and knowledge to meet the organisations cultural, performance and leadership needs.
In smaller organisations, learning and development is often limited due to cost or resourcing restraints. Since small businesses often have less cash flow and fewer employees, they can’t put as much time and money into L&D. This means that learning and development are normally conducted on a smaller scale.
Usually, smaller companies don’t have a HR department, so an operations manager or someone with a similar position will run employee training and learning. Often, people in smaller organisations are learning work skills on the job.
Other relevant team members will assist employees and teach them the skills they need to develop. But this is done in a much more informal way and without the help of a sizeable L&D team.
This isn't necessarily a bad thing. Some people prefer the fast-paced learning that comes with smaller companies. L&D in these situations is more personalised and brings workers out of their comfort zone in a way that formal training never could.
People in charge of L&D in smaller settings can also create individual plans and more easily focus on their team's strengths and weaknesses. The path towards professional growth is not as structured as bigger companies. But there are plenty of opportunities for development with more focused L&D in small companies.
Learning and development greatly impacts your work culture and workplace outcomes. In short, any organisation that wants to maximise its team's talents successfully needs to understand the importance of L&D.
Without educational training and support for employees, your team can’t grow to its fullest potential. So, you want to consider all the benefits of learning and development.
One of the biggest benefits of learning and development is its positive impact on the workplace environment. L&D makes workers more productive, team-oriented, and competent.
With these improvements made, the workday will be more seamless and efficient. Which in turn will make work a more positive place for everyone.
L&D is all about investing in the people that make your organisation run. By doing this, the people in your company will be happier and healthier.
Your workers want to know that you care about them. Designing and implementing meaningful L&D solutions will show them that they are valued.
Also, L&D is specifically created for individual and team-based growth in both professional and personal life. This is very important to workers who want to stay in a company long term.
The costs of hiring new employees are steep, especially in the current job market. While every organisation needs fresh talent-hiring and firing people rapidly is a bad sign.
This can affect mood and performance, but it can also make it harder to create a team-oriented environment. Luckily, L&D can improve employee retention.
By investing in people development, workers can move up in your organisation and learn new skills that will help them make a more significant impact in the workplace. Through L&D your team will feel more confident in themselves and their employers.
Studies have shown that lifelong learning will lead to more happiness and engagement in work and life. This is another reason why L&D can be so beneficial. When you give your team a chance to learn more, they will feel more positive, motivated, and assured in their skills as an employee.
In addition, the world is moving and evolving at a rapid pace. L&D will ensure that your team has the tools and skills to face unique workplace challenges head-on. With the right training, this will make a huge difference in the mindset and wellbeing of your team!
Finally, learning and development will hone your team's skills and make them better workers. This is because L&D is made to target weaknesses and strengthen necessary skills to a specific level.
With more training, everyone can stay updated on the latest information. Workers will know that they are doing their job competently. This will lead to better performance across the board in the long term.
LMS can be beneficial to both big and small organisations. If you are looking to optimise your learning and development process, look no further. This technology can change how people learn new skills in your team and come with many benefits.
Since LMS is a form of eLearning, workers can access this tool at any time and any place using SaaS cloud-based solutions. You won’t have to worry about storing training material on a particular computer or flash drive.
Instead, all L&D material can be accessed through an app on your mobile or desktop. This can lead to better workflow as learners can consume training on the go or at home.
LMS has never been more convenient. Your workers can learn skills on the go from almost any device. This technology can be used on smartphones, tablets, laptops, and home computers.
Best of all, you don’t have to hand over extensive manuals or print out training booklets.
LMS technology makes it easy to track worker learning progress and analyse the weaknesses and strengths of your team. With the help of LMS, learning administrators delve into course the back end data and look for areas for upskilling and any other necessary tweaks.
Organisations that are trying to reduce training costs will significantly benefit from this technology. You do not have to spend money on travel and rental fees and LMS reduces many other expenses. This includes the cost of printing materials, hiring lecturers, and buying manuals.
LMS material is to the point and directly strengthens relevant and essential skills. In particular, organisations that require compliance training can save time and keep their workers up to date with the latest information quickly and efficiently.
If your company wants to boost your learning and development process and enrich its worker base, we have the perfect online solution. LMS technology is the future of business, and myAko offers the best and latest digital learning solutions to the companies it partners with.
With myAko, you can customise and provide online lerning and development solutions easily and efficiently for all your professional training needs. Your team can learn new skills, produce better work, and feel more valued within your organisation.
And much more!
To get hands-on with this powerful system book a demo with us here. We look forward to hearing from you and can’t wait to help your team learn new professional learning and development strategies.