Learning and Development (L&D) is an important function in Human Resources (HR). These days, many of the employees no longer find themselves comfortable doing the same thing over the years. Instead, they are always in pursuit to develop themselves. If you are not able to meet the learning and development needs of your employees, there is a good chance that they are going to leave your company very soon.
Over the years, we can see an increase of the turnover rate among younger employees. Most of them has cited lack of development opportunities as their reason to leave existing employer. A common pattern can be observed when you conduct an investigation to find the reason why your top performers left your company. The top performers are hungry for challenges in their career and they are always looking for the opportunities to learn. However, they often find themselves tied by the constraints set by the more senior employees in the company. Hence, they are not able to do much in their career at the company.
The high turnover rate can make employers freak out. This is putting employees in vicious cycle. Employers refuse to train their employees due to the fear of them quitting and employees feel like quitting because their employer refuse to train them.
Developing Effective Learning and Development Component in the organization
In order for us to develop an effective L&D component in the organization, we need to look into several steps as outlined below:
The steps to develop an effective L&D component in an organization are as follows:
Step 1: Background Assessment
Assessment of the organization’s corporate background and strategic planning.
Firstly, you can look into the
Resources Assessment: Assessment of existing resources in terms of people, infrastructure and environment
People: Managing Learning and Development process in a large organisation can be a huge task. The number of employee working full-time for implementing L&D initiatives at the company is dependent on the total number of employees at the company. A good rule of thumb of L&D personnel ratio is 1:200, or 0.5% of the total number of personnel.
Step 2: Formulating Learning & Development Policy
Having a policy will be a great help in ensuring successful L&D planning and implementation in the company. An L&D policy should contain some information about the commitments from the leadership, planning and execution of the process and how to carry out an effective evaluation for the process.
Step 3: Formulation of Procedures
After you have finished with the policy, you can create procedures for L&D process.
- L&D Needs Analysis
- Training Session Coordination (including registration and payment)
- Development Programme Coordination
- Development Programme Evaluation
- Training Session Evaluation
- Training Effectiveness Evaluation
Step 4: Implementation
Implementation of policies, processes and procedures. As the procedures have already been developed, it is time to implement them well.
Step 5: Evaluation
You must be able to determine what criteria shall the evaluation be based upon. For example, you can determine how to measure the effectiveness of the training sessions attended by your employees.
Step 6: Continuous Quality Improvement
Corrective/preventive actions based on the assessment result