Neeru Anand, Director (Human Capital), Acreaty Management Consultant
It is important for every organization to adopt and practice Learning and Development (L&D) strategies that not only groom the employees, but also facilitates accomplishment of the organizational goals. Because, having a talented workforce alone does not suffice the demands of a business and for the ideal learning and development of the employees, organizations should focus on both professional and cultural aspects. Modern enterprises not only identify, but understand the value of learning and development in transforming the businesses into profit centres. Today, competitive organizations are not restricted to in-house trainers; they are hiring full-fledged training and development consulting firms for inclusive learning, not just conventional sales training. In this regard, many training modules have been developed such as change management, situational leadership, train the trainer, crucial conversation, crucial accountability, adaptive learning & collaborative approach for learning and development.
Learning and development articulates the workforce capabilities, skills or competencies required to underpin organizational effectiveness and ensure sustainable growth. L&D typically includes the use of techniques such as mentoring programs with senior leaders, in-house development courses and project-based learning. Here, the purpose of learning and development should be in the line of the company's vision and long-term goals. A lot of consulting firms have now come up providing services that help companies analyze and understand the structure and modules of various training programs to bolster employees' performance. L&D consulting based on the business model of the company, organizational structure, size, work culture and values, minimizes the knowledge gap between learning and performing.
L&D consulting covers the essential training areas such as leadership skills, self improvement, situational leadership, team building, change management, conflict management, stress management, crucial conversation, crucial accountability, time management, soft skills & personality development, effective negotiation skills, emotional excellence, work life balance and business ethics & professionalism. In all these activities focus should be given on the three key skills of the employees, these are improved engagement and participation of the personnel in learning activities, innovative approach in problem solving and team spirit for better productivity. L&D consulting not only helps the organizations identify the loopholes, but also decodes the communication that might be hindering the growth of the employees as well as the organization.
Training not only enhances employees' competency and skills, but also improves their morale. Therefore, acceptance of training as business fuel is increasing rapidly in the corporate culture. Training minimizes differences between idea creators and idea shapers and their collaborative efforts accelerate the growth of an organization. It is very much true that strategic training assures magical results in the productivity, performance, quality and behaviour of the human capital of an organization. Training transforms personnel into value enhancers to meet the changing needs and demands of a highly dynamic world of business. Organizations cannot achieve their goals and objectives without the support of employees, and it is the training which prepares them to accept every challenge. There is a constant need to invest in employees' skills and behavioural development and nothing is as productive as L&D for the sustainable and inclusive growth of the businesses.