Transforming and Optimizing the Workplace Learning and Development Function Course

The business and economic landscape has become increasingly  dynamic  and   the war for talent is still raging.

Consequently,  talent  attraction,   development  and retention  has become a  critical success strategy for organizations that are keen to deliver strategic business goals and engender sustainable competitive business edge.

In this dispensation,   the  demand for robust employee skills  set is obviously not negotiable  as organizations can only achieve their goals when employees have the required competencies across board

More than ever before ,  CEOs  and business leaders are demanding for metrics that clearly shows the  impact of Learning and development initiatives on business performance and  only very few organizations have been able to respond positively to this demand.

To transform and optimize the workplace learning function, learning professionals must be equipped with the requisite knowledge and skills to ensure learning payoff.

The workshop which  will be highly practical will shed  loads of insight on currents trends in learning and development and best practices that can be harnessed to improve participants learning function, Learning and Development analytics/ reporting,  effective business partnering techniques and tools, training needs analysis, scalability of learning  via multiple delivery channels, leaning and development  budgeting,  alignment  of learning to business objectives  and creating and sustaining high impact learning  organization will be covered

Learning Outcomes

At  the end of the program participants will :

• Have a better understanding of the changing role of learning and Development and the ‘new finish line’ for workplace learning professionals
• Ensure learning payoff in their respective organizations by creating an alignment between learning and organizational goals and objectives
• Acquire knowledge and skills that will enable them become valued business enablers and facilitators of learning 
• Rethink traditional approaches to learning design and delivery by handling learning as a process leveraging the 6D learning delivery model
• Systematically create and sustain a  learning culture within the organization through the support of critical stakeholders and the deployment of multiple learning delivery channels which includes  technology and informal learning activities
• Understand the importance of competency framework and how to leverage it effectively for employee development
• Complete stakeholder mapping exercise  and build solid  relationships with relevant business stakeholders
• Support the annual budgeting process in a manner that ensures adequate budget allocation for learning
• Provide  reports  on  key learning metrics periodically to enable prompt business decisions
• Support the annual  Personal Develop Plan processes across businesses and drive implementation as per  agreed timelines
• Drive and sustain a high performance culture through the development of  leadership capabilities across various levels within the organization leveraging bespoke leadership interventions aligned to organizational vision, values and  business  strategy
• Ensure best-in-class onboarding program for all new hires to enable a seamless acculturation process and speed up time to productivity
• Act as change agent for strategic business learning interventions rollout within their organizations
• Collaborate with Human Resources Business partners , line managers and Talent Manager to develop and  deploy  customized talent development programs and evaluate the effectiveness and impact of these programs post deployment
• Design and implement  a learning governance framework to enable standardization and drive compliance  to best practice learning governance standards across the  businesses
• Enable superior business performance through the deployment of proactive, Innovative and scalable learning interventions across all business segments
• Effectively measure the returns on learning Investments leveraging appropriate learning evaluation models
• Ensure the availability of multiple learning delivery channels and drive optimization   across the businesses.
• Improve business consulting outcomes by using acquired performance consulting skills
• Understand the mega trends driving Learning and Development in the global space and proactively position the organizational  learning function  to compete globally.