What do you do if your HR training and development efforts lack strategic thinking?

What would you do if your HR training and development effort lacks strategic thinking? Assess if you had all the information required to take action. Check if there were any updates related to the task you were involved with. Was it inaccordance with current trends in your industry? Find the gaps for the above. Involve experts in the related field, brain storm and get ideas. Stay updated, attend conferences, seminars, trainings to enhance your strategic thinking and apply learning to get the required results. #emiratesairlines #riyadhair #airarabia #learninganddevelopment

Fa?a uma análise detalhada dos programas de treinamento e desenvolvimento em vigor para identificar lacunas ou áreas de melhoria.

Evaluate current training programs, align with organizational goals, conduct needs assessments, develop a strategic training plan, and measure impact for continuous improvement.

Make sure to include technological literacy and accessibility in your analysis. It will be helpful when combining learning experiences to different audiences in your company.

Elevate HR training by infusing strategic thinking: Assess current programs for alignment with organizational goals. Engage leadership to garner support and resources. Conduct a needs analysis to target skill gaps effectively. Develop a strategic plan based on organizational priorities. Integrate technology for enhanced learning experiences. Measure impact through relevant KPIs. Iterate and adapt based on feedback and evolving needs. By aligning training efforts strategically, we empower employees and drive organizational success. Let's strategize for growth together!

When setting objectives be clear about what success means, of course it will change by organization and if it is your first time measuring be patient!!! It’s also as well as powerful to define what failure looks like, so you can adapt course if needed.

Let us do it in a reverse way. Pen down what outcome you want. Then work on factor that would bring your expected outcome for the training you deliver or to fill out the gap, which you found.

Once talent needs are clear, focus on developing your talent pool: ? Learning Opportunities: Provide tailored learning experiences. Use coaching, mentoring, training, and feedback to enhance skills. ? Career Development Plans: Create individualized career development plans. Define goals, actions, and milestones for each potential leader.

é preciso nos certificar de que os programas de treinamento estejam alinhados com os objetivos e metas da organiza??o. Eles devem contribuir diretamente para o sucesso geral da empresa.

Trainings in workplace aren't general trainings. Each and every aspect you explain or put forward to the attendees, you must make sure that everything is aligned with our org. wide goal. Training people something irrelevant of what they work or experience is waste of time.

Engaged leaders are more likely to thrive. Foster engagement through: ? Clear Communication: Articulate your vision, values, and expectations consistently. ? Involvement: Involve potential leaders in decision-making, problem-solving, and innovation. ? Purpose Alignment: Connect their work to the organizational mission and vision.

When thinking about engagement define clearly what it means for you. It can be participation, grades, logins, NPS etc… Engagement can look really different between learning initiatives. Make sure to measure what matters in each initiative.

When it comes to engaging the participants/the attendees, my suggestion would be first the training aids. Use different aids to make the content your present more interesting. It is not that you must stick on only to ppt, there are several methods. I have handled a session for MBA students with lots (chits). Let the destiny decide the flow kind of a session that was. I aligned them, even if it was a mismatch when picked.

Challenge Your Talent Pool: Leadership growth requires challenges. Encourage potential leaders to: ? Take Risks: Assign them to lead projects or teams. Delegate tasks and decision-making authority. ? Stretch Assignments: Provide opportunities beyond their comfort zones. ? Recognition and Rewards: Celebrate achievements and recognize their contributions.

When you plan for a training, plan how you are going to measure the impact. Some trainings could be measured just with interaction then and there, some would need tests, and some could be measured only by practice. Once I had to train Tamil Nadu Agricultural University students for resume building, organized by a Rotaract club. It cannot be measure effectively with interaction and neither with a test. So we requested interested participants to build a resume and mail us. We evaluated how far the session was effective.

Implementar sistemas de medi??o para avaliar o impacto dos programas de treinamento. Isso pode incluir feedback dos funcionários, avalia??es de desempenho antes e depois do treinamento, e análise do ROI (Retorno sobre o Investimento) do treinamento.

Support Your Talent Pool: Support is crucial for leadership development: ? Mentoring and Coaching: Pair potential leaders with experienced mentors. ? Feedback: Regularly provide constructive feedback. ? Learning Programs: Design customized learning experiences.

If L&D efforts lack strategic thinking, address it with 3 steps: 1. Align with business goals: Link training objectives to the organization's goals. Collaborate with leadership to tailor programs to business needs. 2. Conduct TNA: Use surveys, interviews, and performance data to identify workforce skill gaps. Design targeted training for strategic growth. 3. Implement metrics and feedback: Set metrics to evaluate training impact on performance and business outcomes. Refine training based on participant and stakeholder feedback. Remember, that the strategic focus comes from keeping in touch with the business objectives, focusing on these areas ensures L&D contributes effectively to organizational success.

Una estrategia interesante es dosificar el conocimiento y los recursos educativos, apalancandose del microlearning y el aprendizaje espaciado. Sin embargo, es importante establecer los momentos y tiempos de estudio con mucha disciplina, si hablamos a nivel personal. Pero si hablamos de un equipo de trabajo, los líderes aportan valor facilitando los espacios para que sus colaboradores puedan disfrutar de los contenidos para aplicar lo aprendido en el puesto de trabajo.