Robust learning and development programs have many benefits for both employers and employees alike. Training helps organizations to expand the knowledge base of their employees – this is critical in today’s tight labor market. While for employees, it gives them the chance to progress in their career. In fact, the chance to learn is now one of the top reasons why people take a job.
Further, employees who spend time at work learning are 47 percent less likely to be stressed, 39 percent more likely to feel successful and productive, and 21 percent more likely to feel confident and happy. Having a solid learning and development strategy is a no-brainer and some of the many advantages include:
Employees who have the right training have a greater success rate in their roles. It’s as simple as that. Their confidence will also be higher, which again, benefits organizations as confident workers are likely to be more competent and have more ownership over their role.
Appreciated employees feel more satisfied than those who feel underappreciated. When a company makes an investment in training, it shows employees they are valued.
A solid learning and development strategy can help to develop your employer brand and position your organization as an employer of choice. In general, when people stop learning they tend to start looking for a new job. Don’t take my word for it, the inability to learn and grow is one of the main reasons why people look for a new role, according to a study by LinkedIn.
Today’s candidates view learning and development as a company benefit. If they don’t get it, they will go elsewhere. If they do, recruitment costs will go down - because they’re staying put.
Building a comprehensive learning and development strategy is just one of the challenges faced by human resources managers today. It’s a major undertaking, but can be taken a stage at a time. And it’s worth the effort.
Here’s how we’ve done it at WilsonHCG.
A comprehensive program should begin on each employee’s first day. Employees are immediately enrolled in, and trained on our cloud-based learning management system (LMS). This platform, part of onboarding, provides communications around development opportunities, pre-selected training geared toward their roles, as well as self-paced training modules, which are available 24/7 to employees to develop their skill-sets (e.g., time-management, communication, management techniques, leadership development).
The LMS empowers formal growth within WilsonHCG by having more than 1,000 specific training opportunities available at any given time. Continual improvement is vital to ensure training materials are relevant and do the job they are intended to do. Over the past 12 months, WilsonHCG has expanded into new countries and markets, so the learning and development team worked closely with leadership and the delivery team to update, design, and create suitable training materials to ensure they’re effective (e.g., all languages covered, compliance standards met, culture differences integrated).
We have numerous initiatives designed to encourage engagement and collaboration. We’re also strong believers in peer-to-peer learning - there’s no better way to learn as those doing the teaching are in the role and have an abundance of on-the-job experience they can share with their peers.
Every employee at WilsonHCG also has the ability to reward other team members with “kudos points.” Each employee gets a monthly allowance and can reward others who have gone the extra mile as a result of having one (or all) of the WilsonHCG DNA and values. The kudos points can be exchanged for vouchers and branded WilsonHCG swag. This showcases the recognition of continued development at work.
We have several employee-led committees that are run by staff as their passion projects. This encourages learning that goes beyond employees’ roles and empowers those with specialized knowledge to bring it internally. We have a blend of office-based and virtual employees but make sure all meetings are conducted face-to-face via video calls.
The committees include:
As the Senior VP, Talent Operations EMEA at WilsonHCG, Lesley is responsible for the delivery of WilsonHCG's talent solutions and value-added services across their EMEA client base. They look to form true partnerships with clients, assisting them to improve business outcomes through better talent while positively impacting their bottom line. She focuses on building strong relationships with her client base. By building a thorough understanding of their business and long term goals she has been able to develop programmes that will support their growth for the future