The ABC's of L&D

Career development and the opportunity to learn and grow are major reasons why your talent may leave.

In fact, the latest employee engagement benchmarking report from TemboStatus revealed that of the more than 13,000 employees surveyed in the first three months of 2017, 38% were negative about their ability to grow their career at their current company.

As Tom Themelis quickly established in the latest installment of the monthly #TorontoHR meetup, those in the business of talent face this reality further challenged by minuscule budgets, small HR teams and little buy-in for L&D strategies from the top.

One of the first steps in turning this tide is to begin at the end: you need to understand what the goals of the organization are and clearly articulate how a well executed learning and development strategy will help achieve those goals.

Tom used his tenure at one of fastest growing and best managed software companies as a framework for demonstrating how he was able to scale his program from no budget - by leveraging internal resources and subject matter experts - to six figures annually through a scorecard that reported the impact of all the tactics implemented as part of this strategy, 

Critical in this approach is to understand, document and measure the impact of each touchpoint in the lifecycle of an employee, from onboarding, to growth and development to the toughest, career development and succession.

Needless to say, there are a million bright and shiny applications available today. As Tom mentioned, he was able to earn budget for people, processes or technology by linking those items to the organization's key performance indicators.

You can access Tom's presentation here.