Improvisation on Employee Development Programs

March 2, 20174:41 pm529 views
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How does your current employee development program support company’s growth? What kind of challenges has the company to rise up, to realise successful implementation of the development program? How can you improvise on the program to suit organisational needs?

Development programs not only benefit the company in the long run, but it is also favoured by employees in general. PwC survey on Millennials at the workplace found 65 percent respondents consider training and personal development programs as the strongest consideration before accepting a job offer.

This finding further demonstrates that financial benefits in itself is no longer a powerful driving force to attract potential talents. Be it leadership training, program specialist, or intensive workshop, sending off top performers to extensive education programs is a sensible move to keep your business afloat during uncertain times.

In 2014, Training Mag published a report stating that a total of US training expenditures is up to $61.8 billion. This number indicates on how development programs are garnering attention and support of HR leaders globally.

However, employers should be ingenious enough in developing the program, such that the budgets invested on it are not wasted due to implementation of a wrong strategy. Effectiveness and efficiency are two major considerations for business leaders, when implementing an employee development program.

To prevent errors during implementation and for the programs to be a success, here are some improvisation techniques to learn and practice:

See: Harnessing Technology to Build People-Centred Culture

  1.    Go mobile

Smartphones have changed the way people interact and connect with each other, and your workplace is no longer an exception to the norm. In an era where people are increasingly glued to their smartphones, going mobile is a must-have strategy to keep your business stay relevant.

Switch over from traditional learning methods to mobile learning apps and e-learning platforms, that are user friendly and accessible for all employees to learn while they earn off time from busy schedules. Mobile apps also help reach wider audiences, improves better engagement, and is also cost-efficient and time-saving.

  1.    Go social

People spend most of their free time on social media platforms. It is time for business leaders to foster learning culture through social media channels such as YouTube, LinkedIn and Facebook, such that their free time is put to effective utilisation.

Use social accounts as effective learning and development tools. This could be done through informative blogs with particular themes or by developing interactive and educational videos on Youtube. You can also create a group discussion channel with a trainer as the moderator, who will provide training material on a particular topic,and every member in the team should be encouraged to participate actively in the group discussions.

  1.    Develop personalised learning

Each employee has their own interests, abilities, and different learning styles. You cannot expect employee A and employee B to achieve the same goal, while they have opposite characters. To overcome this challenge, you should give your employees freedom to develop their own learning approach.

Develop flexible adaptive learning, so employees can customise their learning options in accordance with their preferences and needs at the very point in time. This will make them more committed to the development programs, since it brings direct and concrete impact.

  1.    Encourage knowledge-sharing

We are living in a sharing economy, so sharing of information between all channels within an organisation and also externally should be encouraged. Be it from manager to employees or peer-to-peer, knowledge sharing is an effective alternative to support employee development.

You can assign managers to coach their subordinates with flexible schedule and methods, such that all parties can take their time without sacrificing on their primary responsibilities.

Smart companies are willing to make big investments into human capital development. To stay competitive in the business world, it is imperative for HR leaders to design employee development programs that actually works.

It is time organisations realise and stand up to commitment to realise the importance of development programs to support company’s sustainability goals. Business leaders should invest time and efforts in conducting such programs to make each employee feel valued as a key contributor to realise the ultimate business vision.

Read also: How Can HR Managers Identify Candidates with Entrepreneurial Zest?