Is there a recipe for success for creating a learning and development strategy? In this section, we will talk about what it takes to create a holistic learning and development strategy framework.
Use-Case: How PwC Singapore Catered to the Needs of a More Digital Tomorrow and Addressed the Skills GapTo help employees upskill and stay relevant to the demands of the future, PwC Singapore undertook the following initiatives:
Step 1: The team identified the key skills that would be "relevant" for the digital future, such as data analytics skills, literacy skills, and visualization skills.
Step 2: With the role of automation increasing in monotonous day-to-day activities, the team encouraged employees to move to different roles that require more human and strategic skills (read: problem-solving, critical thinking, and effective communication).
Step 3: This radical shift was communicated to employees by the senior leaders. Moreover, the leaders "walked the talk" by adopting digital tools in their daily work.
Step 4: Communications were supplemented with a multichannel approach to drive internal awareness via events (think: town halls), regular newsletters, and emails. This helped address key issues and concerns in real-time.
Step 5: The firm embraced a robust learning toolkit to hone employee skills, which included the following initiatives:
Here's how L&D leaders can deliver a holistic learning and development program that is ROI-driven, on-time, and under budget:
Measure the program efficacy against key performance indicators (KPIs) such as:
Business-excellence: Understanding how closely aligned all L&D initiatives are with the company's priorities
Learning-excellence: Analyzing whether the learning initiatives are bringing about a change in people's behavior and performance
- Operational-excellence: Reviewing how well the investments and resources are being used
By leveraging these plug-and-unplug systems, L&D leaders can lay the foundation for a scalable and cost-effective learning model with technology at its heart. The right cocktail of tools can assist in core areas of HR development such as recruitment, onboarding, performance management, real-time feedback, succession planning, career management, and rewards and recognition.
The learning: The leaders of L&D functions need to realize the importance of enhancing an organizations' biggest asset—its employees. This is why embracing an innovative, flexible, and agile L&D approach (read: the learning and development strategy template outlined above) is key to creating a pool of future-ready human talent.
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