The essential components of a successful L and D

1. The Essential Components of a Successful L&D Strategy The work force of majority of organisations are getting evolved in one or the other ways because of numerous factors like competitive markets, multigenerational workforce, new complexities of businesses , digital evolutions, employee diversity and many more. The new skill set, talents, efficiencies, creativities are snowballing day by day making the entire professional universe even more competitive. Due to the major shift from knowledge based economy to digital economy now a vibrant workforce is a mandate to sustain in the business. Under such circumstances, it’s obligatory to remain and keep your teams updated with the required skills, knowledge and talent. Recent researches have proven that investment in this sector is one of the significant expense managements are undertaking to create and ensure a coordinated strategy to meet the company goals in long run. Training Training and Learning process is defined in this diagram as per their contribution in real sense to the employees. Training is the process of equipping the employees with the knowledge and skill required to perform a particular task. Learning and development is the process of absorbing that information in order to increase skills and abilities and make use of it under a variety of contexts. Constant learning results in overall development of the resource which results giving the company a high performing employee. Components to be considered while carving the L and D process in an organisation. For most prominent responsibility of L and D is to have a flawless process of attracting and hiring right people and retaining them for longer. Attracting and Hiring right talent Training them as per the organisational needs Motivating an engaging them Building employer brand in their mind

2. Emphasising and creating a value based culture Developing their capabilities. L and D Objectives: It’s important to understand and define the real objective behind this entire process of L&D. The focus is on shaping the desired culture, fostering new ways of thinking, developing new behaviours, and driving strategic opportunities. Main Objective: Drive Organizational Growth- Moving closer to the end goal Enhanced Resource Capabilities- Closing the skill gap, resulting in better performance Engaged, Involved and Thriving Workforce-Resulting in increased retention Better Learning Culture-which triggers intellectual stimulation encouraging creativity and innovation Individual Growth-which brings better job satisfaction

3. L and D Framework or Strategy: Capability assessment and Training Needs Identification. Every organisation has different business priorities and demand of various skill sets. They first need to analyse that are their employee skilled enough to take the role and deliver the expected result. Hence it’s vital they first have to deep dive to find out the real need and gap of training amongst its employees. Understanding the real gap in skills, behaviour and attitude is the key point to be considered before implementing L and D. At Inferenz this process is well defined, discussed and revised as and when required for a better clarity about employee’s real state. Most of the good well organised companies have deliberate and systematic approach for capability assessment followed by training need identification

4. Training Need Analysis & Evaluation INPUT - TN After finding those gaps, the next thing to be done is study and understand the extent of that gap and how this gap can be fixed or met. Training need analysis is to study and understand that gap and how it can be sealed effectively whereas Training need evaluation is simply understanding whether training should be conducted or not for that particular gap. Or in other words, the gap can be fixed by some other means but not training. Designing of the precise Program/ curriculum of training. Once the needs are understood, the approach to meet the needs is planned, training programmes are selected and designed effectively to make sure the impact is deep and long lasting. At Inferenz the L and D teams creates the contents as per the need of the employees, team or the project they are involved into. Designing of content depends majority on the intent, type of crowd, understanding levels and learning styles which certainly varies from employees to employee and projects they are involved into. Many organisation now provide digital training but research says there is no substitute to in per- person classroom trainings. Main objective remains same that the learning must be utilised into their actual job. Execution & Implementation At Inferenz Trainings are planned, scheduled and managed flawlessly so that there is clear, better and continuous understanding of the subject matter with the required handouts for reference. Evaluation of the impact. The impact of training provided needs to be evaluated to understand its effectiveness. They are generally measured by Key Performance Indicators KPI’s. There is no simple way to accurately find out the impact of such training. Many organisation have traditional method of evaluating that learning programme completion score etc. Yet many other organisation like Inferenz believes in a real time attitudinal change or Feedback from the participant after the session and reporting leader to gauge the efficiency and impact of the training conducted. Incorporation of L and D interventions into HR Processes. Just like the L and D process must be aligned with the business of the organisation it must be aligned with the HR Processes as well. Human resource is integral part of any organisational system. They are involved in scrutinising profiles, interviewing and selection, appraisal and succession planning of workforce. TO understand this at Inferenz L and D gets merged and understand the HR system to evaluate and train the candidates accordingly at the same time with the training evaluation the HR team has a fair understanding on the actual growth of the employee which can assist them for a genuine appraisal.

5. An organization’s ability to learn, and translate that learning into action rapidly is the ultimate competitive advantage. — Jack Welch, former General Electric CEO