As the virtual working gets more real and the trend forward, workplace learning has emerged as one of the earliest and the hardest hit business activities. As per McKinsey, roughly half of in-person programs from March through to June 30, 2020, have been postponed or cancelled in North America; and the figure is closer to 100% in parts of Asia and Europe.
While traditional methods of classroom learning are getting less popular, organisations must strengthen their commitment for investing in their workforce development. Career moves for individuals today are not just about compensation and benefits alone, but also what opportunities for growth and development will be provided by the employer.
Hence a culture that promotes a constant awareness and drive for CPD (Continuing Professional Development), as defined by CIPD is a combination of approaches, ideas and techniques that will help you manage your own learning and growth, needs to be set up if employers are to win through the war for securing the best talent for their businesses.
As per a CPD Research Project survey, there is a strong correlation between encouraging CPD in the workplace and employees’ commitment to the job. Now that most organizations are adopting remote working, it becomes an increasingly necessary challenge to keep the teams motivated, valued and committed.
There are countless benefits of having motivated employees, the below mentioned ones are surely in the interest of every growing organisation especially the start-ups
· Employee loyalty
· Willingness to take up additional responsibilities
· Increased Innovation and Productivity
· Customer Satisfaction
· Above all – Organization’s growth!
Learning programs which are purely a tick box exercise to complete the number of hours of learning for appraisal reasons are not of much help. Based on the individual learning style, the method of training must become flexible and appealing; especially in the remote working environments. A self-driven CPD for every employee would be much more fruitful than forceful hours of learning. To be able to achieve this, it’s important to
· help the individuals set up a CPD plan for employees either through suggesting curated content which could tie up with business outcomes say over a period of 12months
· allow flexibility to choose the method of learning, maybe through webinars, online courses, experience-based learning or knowledge sharing through online communities
· track their progress at regular intervals through reviews on how much they have been able to progress with what they have learned so far in their CPD journey? or how have their learnings enabled them to perform their role better?
· include their efforts as a part of the annual performance appraisal management system
Though this is a difficult period, expanding opportunities for learning and growth could prove very impactful for businesses, in the long run!
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