Organizations strive to cover it employees to mandatory learning days. During this process, employees would be pushed to attend the learning program with out any intrinsic motivation. Companies convert these learning programs as blocking for the employees promotions and progression. Sometimes these learning programs are promoted through internal marketing teams. I don't think so these various strategies would convert an organization as a learning organization.
Learning and the HR team collaborates and designed the program ensuring the maximum participation from the employees. Are we really going to achieve the success of the learning program by mere attendance. NO! not at all.
By doing all these we are trying to solve the problem at the symptomatic level not at the fundamental solutions. So. How do we need to solve this problem at the fundamental level.
Making Organization learning more informal:
Informal approach towards learning can make the learning more lucrative. The various forums, conferences, discussion pages, org wikis. COP - Communities of practices
Reviewing Organization Capability on Regular Basis
The way to measure the organization learning ability. This could be done by creating the metrics around the employees with their skills and capabilities. The CEO should be briefed about the organization capabilities by CLO. The more improvement in the org competency metrics would give much more strength to the company to face the future challenges in a efficient way.
Learning Related Career Development Plan
The learning team members should design a robust career development pan which is to be aligned with the performance and the promotion. Fast track promotions can be handy, again the mapping to be made to performance and the participants learning curve.
The promotion guidelines must include the capability criteria than the training program attended or the duration of the stay in the current role.
Management Commitment towards Learning
Organization should peruse all the learning events are not about improving the performance but the critical part is that it is the culture change. The management should identify the learning disability of the vertical, Department,.. and commit themselves to create learning teams and departments.
Conclusion
Today's knowledge driven economy needs changes in the organization learning aspects without demoralsing the learners interest. The design of the program should be centered with the learner.
Learning and the HR team collaborates and designed the program ensuring the maximum participation from the employees. Are we really going to achieve the success of the learning program by mere attendance. NO! not at all.
By doing all these we are trying to solve the problem at the symptomatic level not at the fundamental solutions. So. How do we need to solve this problem at the fundamental level.
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| Learning Program Should not be a block for growth, rather it should leverage Growth |
Making Organization learning more informal:
Informal approach towards learning can make the learning more lucrative. The various forums, conferences, discussion pages, org wikis. COP - Communities of practices
Reviewing Organization Capability on Regular Basis
The way to measure the organization learning ability. This could be done by creating the metrics around the employees with their skills and capabilities. The CEO should be briefed about the organization capabilities by CLO. The more improvement in the org competency metrics would give much more strength to the company to face the future challenges in a efficient way.
Learning Related Career Development Plan
The learning team members should design a robust career development pan which is to be aligned with the performance and the promotion. Fast track promotions can be handy, again the mapping to be made to performance and the participants learning curve.
The promotion guidelines must include the capability criteria than the training program attended or the duration of the stay in the current role.
Management Commitment towards Learning
Organization should peruse all the learning events are not about improving the performance but the critical part is that it is the culture change. The management should identify the learning disability of the vertical, Department,.. and commit themselves to create learning teams and departments.
Conclusion
Today's knowledge driven economy needs changes in the organization learning aspects without demoralsing the learners interest. The design of the program should be centered with the learner.
