September 11, 2024
"The single biggest driver of business impact is the strength of an organisation’s learning culture." - Josh Bersin.
As rightly pointed out by Josh Bersin, the learning culture of an organisation plays a vital role as it translates to better outcomes, which in turn gives way to better ROI. It’s the human resources team that helps build this thriving learning culture. However, their role has now expanded far beyond traditional admin functions. Now, they are working more towards shaping the organisational culture. One of the critical components of this expanded role is the emphasis on continuous learning and development (L&D) for employees.
The importance of building a culture of learning and development in HR cannot be overstated. As per LinkedIn’s Workplace Learning Report, 90% of organisations now consider learning opportunities the no. 1 strategy for employee retention. This is true considering the technological advancements and market shifts that are happening. It’s very important to keep employees updated with the latest knowledge and skills.
However, some organisations still face challenges in embedding a culture of learning. This could be due to budget constraints, lack of employee engagement, and resistance to change. So, let’s explore the benefits of creating a solid learning culture, the core elements, challenges, and how technology can transform the learning experience in the workplace.
Learning and development in HR is a systematic process in which employees are equipped with the latest knowledge and skills to perform better in their roles. It’s one of the core functions of HR and also an integral part of people’s development strategy. These programs are essential to enrich company culture, retain talent, and engage employees.
This is one of the very common questions we hear. Learning and development often go hand in hand, but they are not exactly the same thing.
Learning focuses on gaining knowledge. It’s a step-by-step process where a person learns about something through training, courses, or experiences. Development, on the other hand, is a broader term of which learning is a part. It is focused more on long-term goals like building leadership qualities or advancing in a career.
Learning and development in HR help individuals and organisations grow and drive business success through skills and capability building.
Over 90% of employees say they won’t quit if they get development opportunities. This speaks volumes about the benefits that L&D opportunities bring to the table. Yet many organisations are still struggling with high turnovers and low productivity. If you’re one of them, you probably have not appreciated the benefits.
Let’s now explore some of the top benefits of having a solid learning and development program:
A strong work ethic and empathy remain highly valuable today. However, the ability to constantly learn new things becomes a challenge. Knowledge can quickly shift from essential to obsolete, and even the most admirable attributes lose effectiveness without proper ongoing learning and development.
So, businesses that focus on providing professional development opportunities reap the rewards. When you give ample learning opportunities, your employees stay updated with the skills and drive measurable outcomes.
Employees are more likely to stay longer with an organisation if they have proper career growth opportunities. Investing in learning opportunities is mandatory to retain top talent.
When employees feel that their company is investing in their career growth, it will automatically boost engagement and foster a culture of innovation.
Employees who receive learning opportunities are highly adapted to industry changes as well. This helps them perform better in their roles, which leads to higher employee retention. When you retain your employees, it further slashes down the turnover costs, which leads to a productive and stronger workforce.
Do you know that human errors can cause an annual loss of $3.1 trillion?
Yes, you heard that right. This number shows how companies across industries have faced losses due to human errors. It should ideally warn businesses about how human errors can impact their business. Sometimes, these mistakes can even destroy the reputation of your business.
This is where learning and development can help. It can lead to significant cost savings because trained employees will likely make fewer mistakes. Furthermore, training can also reduce the number of workplace accidents, which can save your legal and insurance costs.
When you offer learning and development opportunities, you can expect an optimistic attitude among employees. There is also scientific evidence that shows learning can give way to happiness. Further, when you provide full-fledged learning provisions, it improves decision-making at work.
Similarly, learning events make employees responsible for their performance. It increases their psychological attachment to the job.
Unemployment rates are pretty high these days, and on top of that, HR professionals are having a hard time finding good candidates. This talent scarcity has widened the skills gap and impeded the competitive capabilities of businesses.
This is why most organisations are now turning toward upskilling their existing workforce through targeted learning opportunities. Through continuous training, organisations can now achieve higher operational flexibility.
Let’s admit it—building a robust L&D strategy is not easy. You have to address many issues, such as teams struggling with outdated training or employees feeling disengaged.
Does it sound familiar?
If you answered yes, there is good news for you. If you create the right programs, you can turn your problems into opportunities. So, how can you make your L&D strategy stand out? Let’s walk you through the top elements that your strategy must have.
Make sure your goals align with your business motto. In this regard, we suggest you set SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound) goals. Start by aligning L&D with your learning objectives.
You need to think of what you are trying to achieve. Do you want to boost employee productivity or prepare for a significant tech shift? When goals are clear, it becomes easier to develop a strategy.
Would you want to learn something that doesn’t interest or benefit you? No, right?
The best strategies of L&D in HR focus on individual needs. So, always create a plan that caters to the learning needs. It could be for personal growth, upskilling, or career advancement. Put employees in the driver’s seat and watch them steer towards success.
Now, the question comes: How are you supposed to understand the learning needs? Well, you have to identify the critical skills compared to the existing competencies within the workforce. You must analyse their current roles, evaluate employee performance, and compare them against future business needs or industry benchmarks.
Skills gaps often happen due to market demands, emerging technologies, or organisational shifts. When you know these gaps, organisations gain clarity on where to invest in training, upskilling, or hiring.
As we said, every employee learns differently. So, it’s good to have a mix and match of formats like audio, videos, texts, PPTs, or face-to-face mentoring. When you have a mix of options, you can ensure that nobody gets left behind.
Also, ensure you include learning paths in your programs, as this will help employees master a topic from a basic to an advanced level.
At this point, you have to execute your L&D strategy and implement it. Start by launching pilot programs to test the effectiveness of your approach. Analyse the results to refine and improve. Once the groundwork is set, try to scale the initiatives across departments, regions, or even globally.
Next, leverage technology for seamless delivery and accessibility. Do away with old-school methods, as tech can make learning exciting. Use tools like LMS Software, virtual classrooms, and microlearning platforms to keep things fresh and engaging.
Your learning and development in HR strategy would have no meaning unless you collect actionable feedback. Create a culture where employees and leaders openly discuss strengths, gaps, and areas of improvement.
And don’t just evaluate employees; ask them what’s missing in the training. This feedback will help fine-tune your training programs and improve learning outcomes.
Your training programs should align with your onboarding processes, compliance training, and performance management initiatives. It’s not an afterthought – it’s baked into everything you do.
Another essential element of a successful L&D program is focusing on skills that will matter in the future. Your learning programs should incorporate skills that are in demand today and in the future.
Whether it’s AI, leadership, or niche technical expertise, you prioritise what sets your workforce apart in an ever-changing industry.
L&D shouldn’t feel like a one-off project. It’s about keeping the momentum alive. When something works, scale it up.
Expand those successful programs across teams or departments and ensure the infrastructure supports long-term growth. This is how you make learning a consistent, impactful part of the company culture.
Pro tip: When you create an L&D strategy, add your leaders, too. Their support makes a ripple effect, driving higher participation and enthusiasm.
Effective L&D is not a “one-size-fits-all” approach. It’s a dynamic process tailored to both employee and business needs. So, what’s your next move? Ready to turn these challenges into opportunities? The power is in your hands.
Sometimes, even after knowing the strategies, businesses may struggle to implement them effectively. We understand your challenges—limited resources, time constraints, or even resistance to change.
Let’s address these hurdles together with practical solutions.
The first challenge is that L&D initiatives often fail due to lack of leadership support. When this happens, it sends a message that training is not a priority. It reduces employee motivation and limits the resources allocated to learning.
Solution: Present the business impact of training programs. According to a study by Harvard Business Publishing, 75% of L&D professionals believe that leadership support is crucial for the success of these programs. Share data, case studies, and ROI projections to show how L&D contributes to company goals.
Employees may view training as an obligation rather than an opportunity. If the training is irrelevant and lacks personalisation, it becomes a checkbox activity rather than a meaningful experience. This leads to disengaged employees, who miss out on developing skills that could enhance their roles and careers.
Solution: Incorporate interactive content, gamified modules, and role-specific learning paths to make training relevant and engaging.
Allocating resources for L&D can be challenging, especially for small businesses. 65% of L&D teams cite limited budget and resources as a top challenge in aligning with corporate goals.
Solution: Prioritise initiatives that offer the highest impact for the lowest cost. Repurpose existing resources, content, and knowledge from within the organisation. Use cost-effective learning solutions, such as LMS or AI-powered platforms. When you build a solid business case based on the ROI of employee development, it becomes easier to get the support of the higher management as well.
Tracking the success of L&D programs can feel overwhelming because it’s often difficult to link training outcomes directly with business results. The challenge lies in determining which metrics truly reflect a program's effectiveness.
Solution: Use analytics tools within your LMS to measure completion rates, skill improvements, and employee performance post-training. Focus on measuring outcomes tied to business performance, such as productivity improvements, turnover reduction, or employee engagement.
Industries evolve fast, leaving businesses struggling to keep up with new demands. The problem lies in predicting what skills will be relevant tomorrow while addressing today’s needs. Also, by 2030, the skills for jobs will change by about 65%, primarily due to Artificial Intelligence (Forbes). This rapid change can also overwhelm employees, and leaders might struggle to secure resources for ongoing upskilling.
Solution: Create a flexible curriculum that evolves with market trends. Partner with experts to deliver the latest content. Invest in future-focused skill mapping, and you may also use AI to identify emerging trends. Partner with industry experts to identify key growth areas and create flexible, modular learning programs that adapt to evolving demands.
In the upcoming years, we can expect significant shifts in the L&D in HR. This could be due to technological advancements, changing working dynamics, and the increasing importance of continuous learning.
Here are some key trends that will shape the future of L&D:
The role of HR continues to transform as we see more changes in the workplace. As we have explored, learning and development in HR are not just a “nice to have” but must be there. This drives productivity, boosts engagement, and brings organisational success. When trained, employees can perform and thrive better in the face of change.
So, L&D must be considered a good investment and not an expense. By prioritising learning, HR can build future-ready workplaces where employees are engaged, skilled, and equipped to drive organisational success. Let's empower our workforce to become lifelong learners and unlock their full potential.
