Employee training and development programs are ready for much-needed makeovers. Traditionally designed to provide tactical knowledge, these short-term efforts have focused on understanding company processes and learning day-to-day tasks.
It’s time to redefine what’s possible. By doing so, businesses can transform their training and development program from a “nice-to-have” into a strategy anchored in education that is connected to business goals, driving positive financial ROI and social impact.
So let’s dive into how to take your training and development program to the next level today, for a bigger impact tomorrow.
Across the country, business leaders and employees agree that upskilling and reskilling talent is a top priority. However, traditional training and development methods alone are not working. Organizations must expand their employee development strategy to create a more adaptable workforce and achieve company objectives in today’s post-COVID-19 environment, where the need for upskilling has grown exponentially.
U.S. corporations spend nearly $28 billion on educational programs annually. These typically include traditional training programs – ranging from orientation and onboarding, to products, services and safety training – that often miss the mark when it comes to aligning evolving company objectives to the right offerings and career paths, for the right populations.
Additionally, many employees say they’re interested in corporate-sponsored learning programs, yet less than half actually know their employers offer them. Many corporate HR departments also don’t have the resources or know-how when it comes to managing these education programs or measuring their effectiveness.
These are challenging issues, but overcoming them is within reach with the right approach.
Solving issues, such as upskilling and reskilling gaps, require business leaders to view education as a strategic investment in their employees and not just another company administrative cost or line item. For example, strategic education programs or formal learning includes premium university content that is mapped out to an individual’s career path. What do they want and need to learn to grow individually and make a stronger impact on your business?
To encourage lifelong learnings and sustainable long-term company growth, here are more questions for employers to consider:
When companies make a commitment to view education as a vital strategic component of talent development, the next step is to take action.
Interested in learning more about how to reshape your training and development program to achieve your upskilling goals? Learn 5 steps to reskill your workforce to support rapid results.