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Learning & Development (L&D) Strategic Roles For Organization’s Growth

The primary responsibility of the Learning and Development (L&D) strategic role in an organization is to manage the development of people, employees.

And this is done in a way that supports other key business priorities.

The L&D’s strategic role extends to five areas which we will be pointing out and discussing in this post.

It will be good that you take some time to go through this blog of ours; ways companies can use training to implement quality management systems.

We trust that you will find it helpful in understanding why your organization should invest more in training its employees.

There are 5 areas that the strategic role covers in an organization, they are:

1. Developing People Efficiency:

Human capital requires a continuous investment in learning & development, to retain its value.

When knowledge becomes forgotten or outdated, the value of human capital depreciates and needs to be reinforced by new learning and essential work experiences.

Organizations that make investments in the next set of leaders are regularly seeing a notable return.

Research shows that organizations in the top quarter of leadership surpass other organizations by almost two times on earnings before taxes, depreciation, interest, and amortization.

Furthermore, companies that invest in developing their employees during significant changes are 3 times more likely to achieve their required targets.

2. Building An Employer Brand:

One of the most important assets of an organization is its brand.

It communicates a great deal about the company’s position in the industry, market success, products and services, and financial strengths.

Investments in learning & development can help to boost the company’s brand and enhance its reputation.

As a large part of the workforce plan to work alone, employers begin to work harder to contend for a declining talent pool.

To do so, you should communicate your brand strength clearly through an employer value proposition.

3. Attracting And Retaining Talent:

Generally, learning focuses entirely on improving productivity.

Today, however, learning also helps with employability.

Over the past years, employment has changed from staying with the same organization for a long time to an example where employees are being retained only when they add value to an organization.

Employees are now in charge of both their personal and professional growth and development.

This is one reason why people write “seeking opportunities for learning and development” among the top reasons for joining an organization.

In other words, lack of learning and development is one of the major reasons people look to leave an organization.

4. Creating A Value-Based Culture:

As the workforce in many organizations become increasingly globally dispersed and virtual, Learning and Development can help to build a value-based culture system and a feel of the community.

Millennials are specifically interested in working for organizations that are value-based and who contribute to societal welfare.

5. Engaging And Motivating Employees

An important way to engage your employees is to provide them with opportunities to learn and develop in new capacities.

Research indicates that continuous learning contributes to happiness.

When highly engaged employees are challenged and given the necessary opportunities to learn and develop within their selected career path, they are more likely to be inspired by these new opportunities and satisfied with their current place of work.

Now you can see that having a plan to strategically invest in the learning and development of your employees is beneficial for optimal productivity; both personally, and for your organization.

In case you need such training and courses, that will help with your employee’s growth & development, we provide such top-notch services for every organization.
Send us a message today or visit our website to know more.

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