Learning and Development
SkillDeck Syllabus
What you'll learn
Training & Development
L & D Strategies
Kirkpatrick & ADDIE model
Training culture in different organization
Performance monitoring with different scenarios
Job Analysis
Human capital investment
Designing and implementing a training program
Traditional Training methods
E-learning & use of technology in training
Blended learning
Training Evaluation
Employee Development
Change Management
Learning & Development in HRM Key Learnings:
· How to conduct a training needs analysis to identify current and future training
needs within the organization
· Ways to choose training methods and technologies that are appropriate for
learner population as well as the training content
· How to facilitate the transfer of learning within the workplace, which includes
marketing the program, securing manager and peer support
· How to evaluate the success of training initiatives
· Ways to identify methodologies for calculating return on investment in training
In this course, you will learn when training is the right course of action and how
you can design and deliver instruction to meet your training needs. In the
process, you will conduct your own analysis, create a training plan, incorporate
instructional events that facilitate learning transfer, and determine evaluation
methods and measurements for your program.
Understand various aspects of workplace training, from analysis to delivery.
Training and development plays an important role in any workplace. On this
course, you will explore the role of training from a number of stakeholder
approaches, both on an individual and organisational level.
You will consider the main priorities and uses of training in the workplace. You
will also have the opportunity to become familiar with the theories, models and
tools used to support training and development.
L & D Strategies
A learning and development (L&D) strategy outlines how an organization aligns
corporate training with business objectives. The goals of a learning and development
strategy are to ensure employees' developmental needs are met and skills, knowledge, and
competencies are trained to improve job performance.
What Are The Key Aspects To Consider When Building A
Learning And Development Strategy For The Future?
As hybrid workforces will further evolve in the coming months into a
more decentralized model, so too must training structures transform
to support them. Here are some key aspects to consider when
building a Learning and Development strategy for the future:
Maintaining a connection
Disconnected workers often feel excluded. Given that hybrid
work is the new “normal,” to better foster inclusivity, L&D
strategies must consider building and maintaining ongoing
connections and contacts between
learners/trainers/mentors.
Driving collaborative learning
Hybrid workers collaborate with each other and offer real-
time feedback to further their learning experiences. They’ll,
therefore, expect L&D strategies to support these
collaborative learning experiences. That means a greater
focus on peer learning and social learning strategies.
Driving autonomy among learners
The new hybrid workplace will force corporate learning
strategies to provide greater autonomy to learners. This
means L&D strategies must consider leveraging self-paced
and self-directed learning.
Understanding and integrating learner needs
The hybrid environment is a brand-new work paradigm with
a different set of learner needs. And that calls for a new
Learning and Development strategy that requires L&D
teams to understand and integrate those needs to better
train a new generation of learners [1].
Providing room for continuous learning
The workplace is constantly evolving, and so is the need to
learn and apply new knowledge. Busy workers—especially in
a hybrid environment—however, don’t want to log on to the
corporate LMS each time they have learning opportunities.
Making continuous learning possible through both push and
pull options, social learning, performance support tools
(PSTs), and other self-directed learning support helps
employees chart a continuous learning journey.
Integrating LIFOW resources
Employees learn best when at work and at the point of
need. As part of your Learning and Development
strategy, make resources available to support learning in
the flow of work (LIFOW) . And that means including
strategies for learning that are on demand and accessible to
all, especially to remote and mobile workers. Make it
selective and searchable, so they can get the exact
information they need, when they need it, and at the point
of need.
Planning on how to innovate and experiment within
L&D
As training teams evolve their L&D strategies for 2022,
they’ll need to innovate and experiment with new
methodologies and approaches. The need of the hour is
learning models that continue to evolve along with the
transformations in the hybrid work model. Working with
external partners and outsourcing critical L&D functions,
which in-house resources might not adequately handle, is
one aspect of the new work paradigm of a Learning and
Development strategy.
1. Designing effective learning experiences and learner
experiences
There’s a subtle distinction between “learning” and
“learner” experiences, and it should be highlighted in your
L&D plans for 2022. While a learner’s experience
encompasses every aspect they encountered while
participating in learning, a learning experience covers
interactions between learners and their learning
environments. Make sure you highlight both these
experiences along a learner’s learning pathway.
2. Adopting agile learning strategies
For 2022, the key remains in building flexible, agile learning
strategies that include frequent iterations of training design
and development.
3. Transforming upskilling and reskilling for the hybrid
workplace
The new hybrid workplace paradigm requires a new set of
skills. Make sure your Learning and Development strategy
focuses on delivering workers the skills they’ll need in the
future—and not on enhancing skills they used in the past
[2].
4. Driving learning culture transformation
A Learning and Development strategy for 2022 must
embrace the transformation of learning culture across the
organization. This includes building effective learning
frameworks that support a culture of continuous and lifelong
learning.
5. Measuring and demonstrating the impact of training
Though many business leaders accept the value that L&D
brings to the organization, L&D leaders must continue to
demonstrate that value—both in terms of fiscal impact as
well as its potential to build a more inclusive, engaged, and
high-performance hybrid workforce.
6. Integrating measures to plan L&D’s transition from
cost center to performance driver and value creator
The “traditionalist” business leader views L&D as a cost
center. As you plan your 2022 hybrid L&D strategies, it’s
important to focus on the business impact of your training.
It’s vital not to lose focus of the L&D’s role as a function that
creates value and drives performance. To do this, make sure
your training metrics align with organizational Key
Performance Indicators (KPIs). Focus on high-value metrics,
such as revenue generation, performance enhancements,
higher compliance to mandates, and improved performance.
Kirkpatrick & ADDIE model
Training culture in different organization
Performance monitoring with different scenarios
Job Analysis
Human capital investment
Designing and implementing a training program
Traditional Training methods
E-learning & use of technology in training
Blended learning
Training Evaluation
Employee Development
Change Management
