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In this article, we explore where you can start such a programme and how you can continue to manage and monitor it to ensure that your company continues to foster in-house talent.
Why is having an L&D programme so important?
Learning and development programmes help you to develop your employees’ skills. You should expect to support every person you hire and assume they have ambitions to rise in the ranks. To hold on to those who have motivation and passion, you should install a programme that ensures their needs are met.
Think of every one of your employees as a future leader, and support their journey to the top with an L&D programme! Workers who actively continue to learn will be better prepared for industry developments, increase their performance, and ensure a little friendly competition between them and their peers.
L&D programmes also offer what many employees want: A chance for personal and professional growth, which can lead to better retention.
Who to engage when implementing an L&D programme
Human Resources should always be your first port of call, as they are responsible for all training and employee development. We also recommend engaging senior management and department heads, who may be able to offer advice on the company’s core skills needs.
We also recommend speaking to your employees directly! If you manage a larger company and speaking to every individual isn’t feasible, look at employee performance reviews and feedback surveys. What are your employees asking for extra support in doing? Note these down, and find a trusted manager to help you identify how to match these needs with training sessions.
What resources do I need to get started with Learning & Development?
You should set aside a budget for:
- Training materials
- Trainers fees
- Time for employees to participate in these programmes
- Software to manage and track your goals
Make sure you do set goals for your programme! The goals will depend on what you want to achieve. Do you want to prepare your employees for leadership roles? Measure how many of your C-suite are in-house hires. Do you want to support your employees, whatever their aims? Measure employee retention over time against the number of employees you train.
By continuing to measure your progress, you can make adjustments, add new courses, and remove the less valuable ones.
If you want a way to try out a programme before making a full commitment
Consider one of the many online courses available! Full business programmes, webinar series, and e-learning platforms are all great ways to make training more accessible, especially if you are running a hybrid office.
Offering online courses will also ensure that you support everyone on your team, not just those who are physically in the office. Remember, though, that people may find it harder to concentrate on an online-run course. To get the most value, keep track of these courses and whether your team has found them effective.
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What key business question do you have for Aldrich & Co? We are a London-based professional recruitment service for companies in the finance and banking sectors, and we would love to hear your thoughts. Connect with us on LinkedIn or by sending us an email. One of our consultants will be in touch.