Before diving headfirst into specific training programs, take a step back and ask yourself some key questions: What are the various levels of training required? What are the different phases in which they are rolled out? How will you integrate different ways of training? The magic number for effective learning is often touted as the 70-20-10 model: 70% on-the-job learning, 20% through coaching and mentoring, and 10% through formal training.
Think of your learning strategy as the roadmap for your organization's learning journey. It outlines the training ROI you aim to achieve, the skills your employees need, and the methods to deliver them effectively. It's the bridge between your business goals and a skilled, engaged workforce.
Many L&D professionals struggle to create a cohesive learning architecture, a framework that guides how employees acquire the skills and knowledge they need to excel. But fear not, fellow L&D champions! This article will equip you with the steps to define a learning architecture that fosters a thriving learning culture.
Also, will you create or utilize existing communities of practice where employees can learn from each other? Will you equip managers to better support their teams' learning goals? Can they provide coaching, and feedback directly related to the training content?
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