What demands a change to the traditional methods of designing a workplace learning strategy? Well, in the last ten years have witnessed a rapid evolution within the global workforce. Some of the factors responsible for this change are an increasingly competitive business landscape, rising complexity, and the digital revolution. Hence, we have seen a huge shift in the mix of diverse employees.

On the other hand, reskilling and upskilling of the workforce has assumed a seat of prime importance. Why? Consistent uncertainty, a multigenerational workforce, and shorter shelf life for knowledge. Additionally, with a transition to a digital, knowledge-based economy, we have witnessed a vibrant workforce. And as per McKinsey, “Research suggests that a very significant percentage of market capitalization in public companies is based on intangible assets—skilled employees, exceptional leaders, and knowledge.”

Learning and Development: The Paradigm Shift and the Role of the New L&D Leaders workplace learning strategy

The aforementioned trends have solidified the significance of the learning and development (L&D) function. L&D leaders must be aware of the changes in the online training platforms to meet the evolving needs of organisations. And this entails the design of a solid workplace learning strategy. The management must take up a broader role in their companies so as to extract the maximum value from training programs and curriculum development. They need to formulate an ambitious vision for the function. And an essential component of this effort is a comprehensive, coordinated strategy that engages the organisation and encourages collaboration.

How to Create a Solid Workplace Learning Strategy?

Designing a comprehensive workplace learning strategy is a systematic process. Although we have outlined an eight-step guide to come up with one in the following paras, you can use your own discretion in following the chronology. In fact, some of the steps can be carried out in parallel, and solutions can be built over time once the overarching strategy is established. But the best bet is to go for a structured approach and then move forward with developing or reviewing an L&D strategy. The steps might appear elementary, but many organisations’ L&D frameworks do not reflect the rigor associated with them.

The Eight Step Guide to Create the Perfect Workplace Learning Strategy

Create a clear vision of your L&D function’s end goals and metrics. Ensure that these objectives are in tandem with the organisation’s strategy and priorities. While developing your metrics, make it a point to consult with all key stakeholders

Make an inventory of all existing L&D activity, inclusive of the name, type, objective, vendor, success measurement, and occurrences

In order to fulfil point number one, design the right curriculum. While designing training modules, make sure that the content is based on both organisational and role needs, innovative & applied solutions, and ROI

If there is a gap between points one and three, you need to revise your curriculum

Have clear definitions of your processes to deliver workplace learning strategy Roles, HR & business interfaces, Learning Management System, budget, delivery, scheduling, tracking

Ensure that you have set your priorities. Following this, set a design, select vendors, and recruit instructors

Once the curriculum is established, devise targeted solutions

Finally, measure your learners’ progress and include the required tweaks in your training modules

Conclusion

As an organisation, you might use several terms to define your L&D function — curriculum, framework, or programs. Whatever be the case, L&D solutions need to fit within a strategy. In fact, each of your solutions must have a relevant purpose, target group, and value. L&D solutions should not be a part of your calendar so as to merely count the number of training days. It should be entwined with your company’s performance goals. And this is how an L&D solution will enable more successful delivery and performance.