National Association of Link Workers’ Post

Fostering a Culture of Learning and Development at Work ! In today's fast-paced world, and the many distractions from the nation, family e.t.c it could be tasking to take some time out to learn. As HR professionals, we have a major role to play when it comes to fostering a culture of continuous learning, Some of the ways we can encourage learning are: 1. Conducting regular training needs analysis for every member of the staff periodically. We cannot assume to know everyone’s training needs. 2. Providing Resources: It is paramount to ensure that training budgets are properly outlined to suit the financial capabilities of the business so employees can have access to courses, workshops, and industry conferences. 3. Promote work structures that give room for learning i.e study/exam leave 4. Mentorship Programs: Pairing up seasoned professionals with eager learners to facilitate knowledge sharing. I hope these tips are helpful. If you know any other tips i'd appreciate if you shared in the comment section. Side note: If you’re a talent acquisition specialist or a job seeker, I have a telegram group formed for the purpose of bridging the gap between recruiters or headhunters and job seekers, recruiters can ask for referrals at no cost. It also features job application and career tips as well. Kindly click on the link to join https://lnkd.in/dU-5jCWS Cheers to the weekend #ContinuousLearning #TGIF #CareerAdvancement #Recruitment

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"To address workforce challenges, UMKC TalentLink works closely with employers to craft professional development approaches meeting their needs," writes UMKC TalentLink Executive Director Jake Akehurst in FE News. "UMKC TalentLink works directly with local employers to offer professional skills-based development programs where they have open job postings. In addition, we help upskill existing employees who seek advancement. The best place for employers to begin filling positions is to consider employees who know company culture, are eager to grow, and are ready to increase earnings. Employers use our training as an investment in existing employees as a talent retention tool."

I don't think most companies waste money on Learning and Development, but many do. And the reason that they do this is because they want to check a box. Employers will go to the L&D vendor. They'll buy 1,000 courses or 1,000 seats, and then they'll just allocate those across the business - even to people who don't need it. So it becomes this irrelevant spending exercise, and therefore, a waste of money - making the argument for future investments in training and development almost impossible, even though L&D opportunities are in the top 3 reasons why people join - or leave an organisation. Learning is not a one-size-fits-all, nor is it a one-off event. So what can employers do about it? Consider your goals, strategy, philosophy, culture, and the roles you have in the business. Then, consider the skills attached to each role and how they relate to your goals and culture. And that's only the beginning. You need to understand the current state vs. where you need to be - aka what skills you have vs. what skills you need to get the business to where you need to get it. Which requires some analysis beyond just some self-evaluation form at the performance review level. It needs thought. Real thought and action. Only then will you be in a position where you can start to fill the skills gap that everyone talks about... and learning is just one component of that bridge. In short, you can continue buying off-the-shelf L&D packs, courses, and seats and talk yourself into believing you've got the silver bullet. Keep ticking a box. OR you can prioritise actually developing your team - prioritising needed skills for the individual and proficiency level for the role.

Are you utilizing your company’s training options? Considering development opportunities when evaluating prospective employers? See this post for guidance.

Are you utilizing your company’s training options? Considering development opportunities when evaluating prospective employers? See this post for guidance.

Are you utilizing your company’s training options? Considering development opportunities when evaluating prospective employers? See this post for guidance.

Are you utilizing your company’s training options? Considering development opportunities when evaluating prospective employers? See this post for guidance.

Are you utilizing your company’s training options? Considering development opportunities when evaluating prospective employers? See this post for guidance.