An HR Pro’s Guide to Learning and Development

With as many as 66% of IT decision-makers reporting skills gaps in their organizations, the ability to adapt and grow is paramount. If left unchecked, skills gaps fester. They cause teams more stress, push out project timeliness, and even expose organizations to more security vulnerabilities.

For reasons like these, organizations of all kinds must prioritize ongoing learning and development.

As companies strive to remain competitive amid technological advancements and shifting workplace dynamics, learning and development (L&D) has emerged as a vital element of organizational success. No longer confined to the realm of basic employee training, L&D has transformed into a strategic force that drives change, bridges skills gaps, and fuels employee engagement and retention.

Over the last few years, the human resources (HR) function has also undergone rapid change in preparation to support the workforce of tomorrow. From addressing the emergence of cloud computing through urgent workforce reskilling to attempting to master big data and analytics, HR is grappling with digital transformation and how best to prepare employees and organizations for success in the modern workforce.

So, as an HR professional, how can you maximize the full potential of L&D for your organization? Let’s find out.

Learning and development refers to the educational activities within a company that enhance its employees' skills, knowledge, and competencies. Some key L&D methods include coaching, mentoring, training programs, workshops, and other learning initiatives designed to improve performance and productivity.

And it looks much different today.

Traditionally, L&D was synonymous with training programs that focused solely on equipping employees with the skills necessary for their current roles. However, as the business environment has become more complex and interconnected, the scope of L&D has broadened significantly.

Today, learning and development encompasses a wide array of initiatives designed not only to improve job performance but also to align employee development with overarching business goals. This strategic evolution benefits organizations by enabling them to effectively respond to industry trends and prepare the workforce for future challenges.

Moreover, L&D plays a vital role in bridging skills gaps, fostering a positive workplace, and boosting employee engagement and retention. By integrating L&D with broader business objectives, companies can ensure a resilient and adaptable workforce.

HR plays a central role in orchestrating L&D efforts by analyzing employee performance data, understanding job requirements, and staying abreast of marketing trends, ultimately helping to identify critical skills gaps that must be addressed.

Crafting L&D programs that address these gaps not only supports individual growth but also improves the organization’s competitiveness. Furthermore, HR’s involvement in L&D is crucial for creating career development paths, fostering leadership capabilities, and promoting a culture of continuous learning.

Here are some examples of L&D programs and resources you can instill within your organization:

1. Technical skills development: Technology moves fast, often faster than training programs. And yet, virtually all organizations rely on technology to accomplish myriad tasks. A relevant and adaptable technical curriculum helps professionals stay updated on the latest developments, earn required or in-demand certifications, and more.  
2. Power skills development: Power skills—like communication, teamwork, and problem-solving—enable individuals to interact effectively and harmoniously with others. They are crucial for building strong relationships, resolving conflicts, and adapting to change, making them essential for career success and effective leadership. 
3. Leadership training: Leadership training equips individuals with the skills and knowledge to effectively guide and inspire teams. By developing strong leaders, companies can improve employee engagement, foster innovation, and ensure a positive workplace culture, ultimately leading to better performance and growth.  
4. Safety and compliance training: Compliance training helps organizations adhere to laws, regulations, and internal policies. It minimizes risks by educating employees on identifying and managing potential threats, thus protecting the company from legal issues and financial losses. Effective training fosters a culture of accountability and ethical behavior, enhancing the organization’s reputation and operational efficiency.

Implementing robust L&D programs yields numerous benefits for organizations:

• Skill Enhancement: Facilitates continuous improvement and acquisition of new skills, keeping employees updated with industry trends. 
• Career Advancement: Opens up opportunities for promotions and career progression by equipping individuals with necessary competencies. 
• Employee Engagement: Increases job satisfaction and motivation, reducing turnover by fostering a culture of growth and development.
• Organizational Growth: Drives innovation and competitiveness, ensuring the organization remains agile and forward-thinking.
• Increased Productivity: Improves efficiency and performance as employees are better equipped to handle tasks and challenges.
• Talent Retention: Attracts and retains top talent by emphasizing personal and professional development opportunities.

These programs can significantly boost employee engagement by prioritizing learning and growth. They underscore the company’s commitment to both personal and professional development.

At Curia, leaders were looking for ways to provide their employees with more opportunities to build skills and develop their careers. After implementing a manageable and consumable learning and development program utilizing Skillsoft content, employees at Curia were encouraged to put their new skills into practice, resulting in excitement and eagerness to share the information they learned and discuss how best to put it into practice.

When employees perceive their development as a priority, they are more likely to feel valued and motivated, which naturally leads to higher retention rates. They see a future within the organization and are inspired to contribute meaningfully to its success.

Moreover, well-structured L&D initiatives foster a culture of continuous improvement and innovation. At Lexmark, employees who participated in the company’s various learning opportunities enhanced their leadership proficiencies and connected with peers and mentors they may not have otherwise met. This type of supportive environment encourages employees to explore new ideas and embrace change, further enhancing their motivation and commitment to the organization.

By ensuring that the workforce is equipped with the right skills needed to meet strategic goals, organizations experience increased operational efficiency and effectiveness, paving the way for long-term success.

There is no one-size-fits-all strategy when it comes to learning and development. What works well for one company may not be as effective for another. The strategy you implement will depend on your industry's training requirements, the roles within your company, and the size of your business.

Regardless, developing the right skills and competencies across your workforce is crucial for organizational success and can lead to a positive overall development in culture, retention, and growth. It’s a win-win for all.

An organization’s lifeline is its workforce’s skills and how they learn to achieve them, but in order to successfully implement L&D initiatives, you must also be able to measure performance to demonstrate the impacts of your efforts. Without proof that what you’re doing is having a positive impact, L&D programs can be at risk of being perceived as a luxury rather than a necessity, so it’s important to constantly keep track of how your initiatives are helping your employees and business.

Some key ways to measure the impact of learning and development programs include:

• Evaluating participant engagement
• Analyzing performance improvement
• Seeking feedback from participants
• Comparing results with benchmarks

By following these steps, you can assess whether your L&D program is achieving its intended outcome and making a positive impact on your organization.

At Skillsoft, we offer a blend of self-paced online courses, hands-on practice, virtual live online classes, and coaching to propel people and organizations to grow together.

Check out Skillsoft’s Percipio platform and start enhancing your organization’s learning and development initiatives today!