How do your learning plans update the skill level of your employees?

The dynamics of the business world keep changing, and the need to keep pace with it needs more attention. Every aspect of the organization, from technological to marketing, has and is undergoing constant change. And to be in the competition, the organization needs a skilled and adaptable workforce, and here is the point when skilled learning programs come into the picture. The learning offering includes several skills development programs and opportunities an organization can provide.

The goals of such programs are as follows:

1. Up-skilling: This refers to an introduction to the newer changes and adaptations in the existing skill. It is the polishing of the knowledge previously available to the employees and the addition of knowledge related to their field of action. This helps to enhance the performance and ability of the employees in the roles they are currently working in, where they can provide the best of their potential and abilities.
2. Reskilling: This refers to introducing the employees to a skillset that is completely new to them and is required for them to deal with the ever-changing needs of business. These types of skills are often the ones that open the doors to more opportunities for profitable and sustainable growth of the organization. 

Professional learning programs are more effective in delivering the following benefits: 

1. Employee Engagement and Retention 
When an employee is engaged constantly in learning and upgrading his/her knowledge, the employee is more likely to stay in the organization and give the best of his abilities and potential, as doing so would give him job satisfaction and thus retain him for a longer period of time in the organization. 

2. Increased Productivity 
Problems that usually would take up most of the time of the employees will get tackled easily when they have the required skillset to deal with them; thus, learning programs bridge the gap between problems and solutions, making it easier to be more productive and efficient in less time. 

3. Skilled Problem Solving
Constant learning also involves the part of constant thinking, nurturing the ability to find the right solution at any given time in times of need. The creative thinking is also nurtured, and thus the flow of ideas is directed in the way that brings out the most profitable outcomes for the organization.

4. More Adaptability
Learning makes the employee adaptable to the ever-changing needs of the organization and equips them with the skill to adapt themselves as per the need of the hour for profitable and sustainable growth of the organization.

From Screen to Life 
Learning programs are crucial with a second thought, but so is their application, which can be done in the following ways:

1. Assessment: Evaluating and bridging the gap between the knowledge in the head and the work in hand is important as it gives direction as to when and where which skill can be used for getting a desired outcome.
2. Application and reinforcement: Providing opportunities where the employees can apply and get hands-on experience is crucially important to build the foundation of the skills learned because, without application, the knowledge in head will not benefit neither the employee nor the organization.
3. Motivation: Timely appreciation and support from leaders helps in boosting the morale of the employee and creates a sense of pride in the minds of the employees, which motivates and inspires them to work more and give their best possible efforts for the development of the organization.
4. Feedback: While appreciation plays a pivotal role, feedback is not something of less importance. Timely feedback will help the employee to make necessary corrections at the beginning so that they can identify the pain areas and work on them in order to improve.
5. Embrace Digital Learning: Digital media platforms are providing more valuable courses than the ones in person. And using digital media gives access to the knowledge that is available from all over the world at the convenience of a fingertip. Thus, digital learning takes business to understand a wider area of the market.

Conclusion – 

Expenditure in learning programs under professionals is not a one-time investment but rather an ongoing process in the most valuable asset of the organization—its employees! With such an expense, companies can witness their investment bear success in the form of skilled, productive, and intellectual employees equipped with accurate problem-solving skills and various other skills needed in the ever-changing world of business. Learning programs also give a sense of being seen and valued to the employees, keep them engaged and retained in the organization for a longer period of time, and make them contribute in their best possible manner for the growth of the organization. While the importance of in-person courses and learnings can never be stressed enough, digital learnings are also gaining equal importance as they open doors to the availability of knowledge on a wider scale. Thus, the learning offering should be designed in a way that benefits both employees and the organization—the two wheels of the business bike!