Practice #1 – Strategy-driven

Workplace learning should be linked to the organisations or business unit’s goals and drivers. There should be explicit alignment between program objectives and business objectives. The goal is relevance. Learning should also be linked to the enterprise’s workforce development plans to ensure that there are suitably skilled and able employees in both the short and longer term. In an increasingly competitive labour market, enterprises will need to ensure they have developed learning that focuses in on the identification, development and retention of talent.

Enterprises can make the mistake of allowing qualifications and government funding to drive their learning. The enterprise should always start with its drivers and its performance expectations – the specific skills, attributes and behaviours required. Once it has identified its requirements then it can map them to national qualifications. From an enterprise perspective it should be acknowledged that there may not be a need to deliver full qualifications but rather specific skills sets.

Practice #2 – Investment in Enterprise Capability

Enterprises need to provide sufficient funding to ensure that it has the necessary capabilities (systems, practices, staffing, resources and infrastructure) to manage the learning environment. The enterprise needs to ensure that it allocates sufficient funds to support key learning initiatives to ensure it delivers the necessary outcomes.

Practice #3 – Work-focused Action Learning

One of the most important elements of successful training and development is that it be easily transferred back to the workplace. Learning is built around action rather than simply theory. Best companies are training their employees by having them perform “real” tasks and projects in both a training environment and on-the-job. Ideally employees learn in their own way and at their own pace through assignments that get real work done. Individual should be expected to present what they have learnt and identify opportunities to transfer the knowledge to the benefit of the enterprise.

Summary

These are the top 3 practices, some of the others include diverse delivery modes, compelling value..etc. Workplace learning can be effective, you just need to implement a few critical steps. Getting the right staff is not enough, to be productive and cost effective, investing in workplace learning using best practices provides a significant return on investment.



Source by Peter Graves