Change is a constant phenomenon in today’s global business landscape – High competitiveness, globalization, sophisticated customers, technology and the war for talent are some of the mega trends that have shaped the way business is being done globally.
Consequently, Organizations are constantly seeking ways to re-invent themselves in order to sustain relevance and competitive advantage. To keep up with the pace of change and create a High Impact Learning Organization (HIPO), strategic re-engineering of the learning function is a key imperative.
Re-engineering the learning function entails a holistic rethinking and review of the way learning is currently delivered across the organization and the tough question to ask here is ‘what is the contribution of learning to business performance ?.
However, so much money is spent annually on learning and development with no metrics to demonstrate the impact of learning on business results.
Demonstrating the impact of learning on business performance is a core deliverable for the workplace learning professional and the learning function in general as it is no longer acceptable to evaluate training using input focused measures like; number of participants, number of programs, length of programs, cost and content of programs.
In this current dispensation, the work place learning practitioner must position his /herself as a strategic business enabler by ensuring the following: That there is an alignment between learning activities and organization’s strategic business goals, that learning is deployed via multiple delivery channels using technology, develop metrics that clearly shows the impact of learning on business outcomes , create and sustain a learning culture within the organization and handle learning as a process and not as an event.
To ensure full optimization of the learning function and its processes , Imperium Consulting Ltd would partner with organizations in need to revamp and position the learning function for strategic gains . As part of the capacity building offering, the organization’s Learning and development team will be trained and equipped with the requisite knowledge and skills to effectively deliver workplace learning and current learning process and procedures will be reviewed and ineffective processes will be replaced with best practice processes that delivers immeasurable value. At the completion of the revamping project , a three months mentorship arrangement will be in place for the learning team to ensure proper embedding and transformation.
There is an URGENT and deliberate need for learning professionals to take a leadership role in ensuring learning payoff in their respective organizations!