How to design and deliver an inclusive workplace learning strategy
| Published date | 08 October 2018 |
| DOI | https://doi.org/10.1108/SHR-10-2018-144 |
| Date | 08 October 2018 |
| Pages | 259-260 |
| Author | Fredrik Högemark |
| Subject Matter | HR & organizational behaviour,Employee behaviour |
Strategic commentary
How to design and deliver an inclusive
workplace learning strategy
Fredrik Högemark
Inclusive workplaces that
demonstrate they value equal
opportunity and employee
development are set up to attractthe
brightest talent and are more likely to
retain their valued, existing
employees.
Implementing an effective learning
and development (L&D) strategyto
boost employee engagementand
retention has never been more
important, but the same goes for the
return on investment in these
schemes too.
One McKinsey study discovered a
mere 8 per cent of organisations
actually evaluate the value of their
L&D initiatives by tracking ROI, but
without proof of efficacy, development
programmes are the first to go when
budgets tighten.
So, how can your business promote
employee L&D to increase job
satisfaction, and improve productivity
and commitment in the workplace?
Forget one-size-fits-all
Companies looking to develop an
inclusive learning strategyneed to
consider the preferences of their
workforce. Staff of different age
backgrounds might learn in different
ways, and your personal development
offerings need to support this.
For example, a PwC report found only
6 per cent of millennials would benefit
from formal classroom training above
any other method. Younger
generations that are more fluent with
modern technology are likely to prefer
training via online courses.
Millennials are set to make up 75 per
cent of the workforce by 2025, but
businesses should not be swayed into
only prioritising support towardsthis
one demographic. You stillneed to
cater to wider employee
demographics, as some staff
members may lean towards more
formal training structures.
Businesses looking to nurture their
whole workforce should providea mix
of training options, from independent
training to group sessions and peer-
to-peer learning.
Understand their needs
Companies looking to improve their
employee retention rates should be
working with their staff to set personal
career goals and, in turn, provide
training to ensure they understand
where these fit into wider company
goals.
It is often easy as a business
manager to offer advice to staff and
push them in certain directions, but
you need to listen to their needs and
how they prefer to learn.
The deeper you understand your
staff’s aspirations, the better you will
be able to provide learning activities
that truly fit their needs.
The easiest way to get a scope of staff
learning preferences is to carry out
regular internal surveys. Evenif some
Fredrik Ho
¨gemark is CIO at CIO,
Findcourses, Co, UK.
DOI 10.1108/SHR-10-2018-144 VOL. 17 NO. 5 2018, pp. 259-260, ©Emerald Publishing Limited, ISSN 1475-4398 jSTRATEGIC HR REVIEW jPAGE 259
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