Learning and Development in HR using an L&D Platform

Are you a professional looking to enrich your career in a way that is in sync with the rest of your life’s facets?

Or are you one of those companies hunting for employees who can meet today’s challenges and fast-paced changes?

Whatever team you are in, an HR team with a knowledgeable Learning and Development (L&D) department has never been more essential to meeting these expectations!

Globally, almost nine out of ten companies are facing skill gaps. The pandemic has catalyzed the shift towards digital platforms for various business functions. Delivering timely and effective corporate training programs has become crucial for the HR team. 

You will be surprised to hear that 70% of workers are willing to leave their current position to work for a company willing to invest in their learning and development. This shows that employees are eager to acquire skills.

When you have the skills to teach and employees are willing to learn, minimize reliance on traditional training methods and choose digital corporate training and development solutions that resonate with today’s brightest workforce minds.

The Power of Learning and Development in HR

The pandemic underscored the urgency for a dynamic talent and work model. Needless to say, the HR team could, by and large, meet this urgency with online corporate training platforms.

How does an HR team make a strong impression in this scenario?

Through corporate training, HR can define and explain the meaning of the organization’s purpose, values, and culture!

A strong HR team that executes with purpose has great odds of building long-term value generation. Your company will see a better financial performance, improved employee engagement, and stronger customer trust.

By leaning into effective corporate learning and development training programs, HR is helping employees embark on blended learning journeys. 

What are the other ways in which an HR team can impact a company? Here are some:

1. Business success-oriented strategic management 
2. Skill-based compensation structures
3. Turnover, attrition, and replacement-related cost reduction by analyzing benefits
4. Safe working conditions through safety and risk management 
5. Strong employee-employer relationship through training and development
6. Recruitment and onboarding that suits organizational needs
7. Digitalize the hiring process and ensure the company has suitable talents
8. Maintaining and adhering to various compliances.

Strategies for Continuous Development

If your HR department is still operating like it was in the pre-COVID era, you are either failing or making slow progress regarding the rising demands.

How can you build a strong HR team?

HR practices are not just about providing employees with additional benefits at work. It is also about understanding the different aspects of human resource management and restoring critical areas of your organization. 

With a good L&D platform, here are some practices that you can start with:

1. Be flexible in operating and constantly monitoring your employees’ work. Build trust by communicating with all levels of the company hierarchy. 
2. HR leaders often emphasize critical skill development. Digitize the overall learning function and empower your workforce by providing on-demand corporate training
3. Brand your company leadership through Diversity & Inclusion (D&I) programs. Make D&I a continuous process, thus bettering your company through employee retention. 
4. Hire freshers and develop career paths, thus building their loyalty. Combine your recruitment process with a robust corporate training program.
5. Embrace digitization in onboarding, payroll, and even rewarding your employees, thus creating a futuristic workforce and unlocking the doors to a holistic workplace.

Investing in a perfect L&D solution can help you digitize all these practices and translate your investment into employee involvement and performance. In hybrid and remote work models, a digital L&D is inevitable for corporate training and development, rooting for employer-employee relations.

How L&D Platform like Skill Lake Helps

An L&D platform like Skill Lake fosters peer-driven collaborative learning, upskilling, and reskilling from within, builds employer brand, and concentrates on employee retention.

Let us find out how:

1. Foster peer-driven collaborative learning

Retain people by driving peer-driven collaborative learning. You can share your knowledge with peers and learn from each other despite depending only on off-the-shelf or textbook learning. This will also support self-directing and single-handedly managing your employees’ learning needs. This will unfold a whole new way of gaining new perspectives and backing the inclusivity of employees. Rest assured, your teamwork and company culture will get stronger through interaction enabled by peer learning.

How do you promote peer-driven collaborative learning in your workplace?

Firstly, identify the skill gaps, assess the challenges, and then fill these skill gaps by leveraging the features of the Skill Lake L&D platform.

2. Upskill and Reskill from Within

Want to retain your talents? You can bridge the skill gaps and sustain organizational growth with institutional knowledge. Upskilling and reskilling from within can fuel employees’ professional development, reliance, performance, and productivity. 

Say one of your employees is moving to a managerial role and is struggling with upskilling efforts. 

What can you do? With the help of other managers excelling in their fields, create interactive workshops for knowledge and tip sharing for aspiring managers. Skill Lake makes this effort easy for you with its exclusive people development features.

Reskilling and upskilling are integral tools for employee retention and people development. Pay attention to your people’s needs, and create opportunities for them to upskill, reskill empowerment, and engage. All these will finally sum up your business’ favorable outcome.

3. Build Employer Brand

What is your employees’ perception of your company? It is not just about salary, benefits, and development—the value proposition goes beyond all these. 

The brand image you build among your employees is the common language you give them. Hiring is painstaking, but it is even more difficult to nurture company culture in them and reinforce and resonate your company values with your hires.

Speak to your employees- corporate communication training is crucial! Consistent communication with the right values can keep your employees more aligned with your company. 

Invest in corporate training and see for yourself how your employees’ affinity for the company grows. Communicate your great opportunities for them, which will undoubtedly build the employer’s brand. 

If you are part of a new organization, buying an authentic employer brand image will take a little more effort. Frame a development pathway, strike the right balance between reality and aspiration, and you are already halfway through the brand building!

Remember, 80% of the candidates contemplate culture before accepting the offer letter! With Skill Lake, you can design and upload your brand-building courses in exciting ways.

4. Concentrate on Employee Retention

Unmotivated employees leave your organization, no doubt!

Motivation is not merely linked to salaries. Workplace models are constantly evolving, and the window to source talent and meet workforce demands has become narrow. If you fail to implement proper engagement strategies, employee retention will be burdensome.

Talk with your people, understand what they want, and immediately act on issues that can be resolved. Keep your communication pipeline open, and assure them that you care about them.

Communication is becoming a challenge, especially when the working pattern shifts to a hybrid model. Connect with your employees from anywhere, anytime, and give them that feeling of belonging to the team. Skill Lake can help you guide how to retain employees through proper training sessions and assessments. 

Contact our team to learn more about Skill Lake and how it can complement your organization’s learning and development strategy.