How Can HR & L&D Build Skills And Drive Performance Together?
It’s easy for teams and people to get siloed, even the ones that naturally compliment each other...
Like HR and L&D.
?? But at the end of the day, they're ultimately working towards the same goal, for the same audience.
They might take on different tasks, but they’re both trying to find out what the business needs to grow and ensure that everything's in place for people to thrive - which also means the business is thriving.
HiBob 's Winnie Amoaku joined us to discuss the HR and L&D relationship, from common purpose to skill building, knowledge sharing and beyond.
“They're both essentially working to create a dynamic, skilled, and engaged workforce that's growing in real time. Making sure that if there is a skills gap, it's being closed and in the most efficient way.?
“And also providing an actual benefit to employees because these days, they want to be constantly challenged, growing and not stagnant.” - Winnie Amoaku
L&D and HR can build a shared foundation to solve skill problems and drive internal mobility
We’re in a period of skills and talent shortage right now, with six open roles for every one qualified person.
Hiring to close every skills gap can therefore become unsustainable, causing our attention to turn to internal upskilling.
So, if L&D and HR are clearly aligned on their own and the company's goals, they can start driving their efforts towards to improving performance through people development.
But to do that, they need clear context and understanding of people’s goals, skills and aspirations:
“You need a really deep understanding of their current skill sets and their aspirations, their personal aspirations, their career aspirations, any new qualifications that they may receive. Because they might have taken time outside of work and done an evening course.
“You need to have all that information and capture it properly, so you can see what your actual skills gaps are.” - Winnie Amoaku
How can HR and L&D work together to make development a part of everyday work and connect it to purpose?
Purpose and progression are two of people's biggest priorities right now!
According to 麦肯锡 , "70 percent of the employees we surveyed said that their sense of purpose is largely defined by work."
“I think it comes back to the idea that the company needs to have clear missions that are cascaded down at every single level. It should be clear what each department, each function and each person is doing in relation to those goals.
"And then also how it benefits the individual person as well. There has to be a clear benefit for someone to get to be engaged and to enjoy the journey.” - Winnie Amoaku.
This means everyone is moving in the right direction and there’s a sense of purpose every day.
When you combine this with clear investment into someone’s development, to help drive us towards those goals, and clarity about why this matters to the individual…
领英推荐
Development becomes part of your retention strategy!
People crave growth and purpose, and this approach delivers it.
If we can paint a compelling picture for the purpose you have every day, and it's something that inspires you, then why would you leave a company?
Knowledge sharing is not only essential for information availability, it’s great for recognition and employer brand
“If you have a person with knowledge and information and give them the kudos for sharing that, it’s a nice feeling for the employee, but also for the colleagues as well.?
“I don't think it's a nice to have, it's really essential and also efficient as well.” - Winnie Amoaku.
If we don’t break knowledge out of silos and capture it, we lose consistency in information and the availability of it when problems arise.
And that inefficiency can actually damage your employer brand!
People talk…
“Companies that are inefficient, that is going to be a part of your employer brand.
"People are going to talk about that on Glassdoor when they leave and with their friends: ‘Oh, my role is okay, but it's just not efficient. I don't know how to do this or how to do that.’. It becomes your story” - Winnie Amoaku.
Life outside of work is efficient, so HR and L&D need to match those expectations at work
“Outside of work, life is pretty efficient. You know how to get stuff done. We have Uber, we've got delivery for groceries, take the tube or bus - everything is quite efficient, generally speaking.?
“So when you go to work, and you're like, hold on is that it!? That becomes your story, because people talk about that.
"Anything which causes that emotion to make people talk about your company becomes part of your brand story.” - Winnie Amoaku
If there’s a disconnect between the way we learn and the tools we use in the real world (typically?super efficient and engaging) and what we do at work, that damages productivity and perception around your tech in general.
"Best copywriter I know." - My Mum.
1 年Thanks for a great conversation Winnie Amoaku! It was packed with gold and I really loved your insights into employer brand and retention ??