Reinforcement Of Workforce Talent
HR heads around the world agree that one of the biggest challenges that they face is building and sustaining a strong talent pipeline
HR heads around the world agree that one of the biggest challenges that they face is building and sustaining a strong talent pipeline. In addition to this, they believe that demand for quality leadership also needs to be substantiated in future with systematic succession planning. This underlying factor to develop and reinforce talent at workplace has become the need of the hour. The answer lies in fundamentals of talent management which is continuous learning and development of the workforce. A strong and well- trained workforce has become the foundation of many organizations, who follow a deep principal of investing in learning and development of employees in a scientific and systematic manner.
To create and sustain this bedrock of workforce, a lot of companies are associating with leading L&D giants to either establish state-of-the-art learning centers or outsourcing the training completely. These L&D specialist organizations employ customized learning and development technologies to deliver the trainings and even co-create joint academies that impact key business outcomes. This is done by engaging with clients, conducting need diagnostics studies and providing consulting framework for the establishment of these joint academies. These joint academies are designed to ensure sustained standards of performance and enhance productivity.
Training and skill enhancement helps companies retain talent. It is a known fact now that it is cost effective to upskill rather than hiring new. It offers an incentive for effective performance and information exchange, as it promotes trust across different functions. However, the associated costs of physical classroom training creates postponements of trainings because today’s business demands agility and spontaneity to reach goals. Old school learning and development approaches are too slothful to factor in. For this reason, the nature of L&D is changing and working towards self-directed blended learning, which is structured around digital technology that brings about technology enabled learning programs and short tutorials when classroom sessions are not available, or when employees are in the field.
Technology is also playing a vital role here. Most of the Fortune 500 companies are embracing technology to continuously fortify their employees with the skills needed for optimal performance and strategic forays. The use of technology has also evolved from web-based learning to e-learning and m-learning. This has ensured that the learners get the access to the learning at anytime, anywhere making the learning more accessible and convenient. With the engaging training content, the L&D specialists ensure that the learning is made more engaging for the learners in turn enhancing the effectiveness of the training. Use of technology also ensures that the learning is very customized to an individual level enhancing the effectiveness of the learning interventions. Before the use of technology in the L&D space, the training programs used to be same for a large group of learners. This led to sub optimal learning effectiveness. This has been taken care with the use of technology in the L&D space.
Any training solution is ineffective if it doesn’t impact your primary objective – your business outcomes. Whether it is maximizing productivity at automotive retail outlet, improving CSAT scores for a leading telecom client,increasing sales for a retail giant, sourcing & providing pre-hire training for a global retail giant– all our interventions have one common DNA – i.e. impacting business outcomes.
Technology enabled blended learning is being imbibed right from the moment a new employee is on boarded into the organization’s culture. Employees’ personalized training needs are mapped through integrated talent database information through an intuitive user interface (UI).This in turn provides insight into the progress done on career development front and enables succession planning for HR. As employees’ hornwork-skills, his or her name will progress upwards for new roles in the company, including promotions.
Reinforcement of workforce through motivation is essential to maintaining an effective workplace. A motivated workforce will always attract and retain talent, produce higher quality work, and encourage employees to go above and beyond what is expected of them.
Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house. Unless otherwise noted, the author is writing in his/her personal capacity. They are not intended and should not be thought to represent official ideas, attitudes, or policies of any agency or institution.
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