Your people may not know what’s on offer, learning opportunities may not integrate with other offerings, and you often end up spending time constantly filling gaps rather than taking a strategic look at your L&D because that’s all you’ve got time for.
According to Bersin, in his report HR Technology Disruptions for 2017, “Millennials now tell us that their ability to learn on the job is their top driver when looking for a new position.” With these millennials becoming a more significant part of the workforce, it’s vital that you can demonstrate how they will be able to develop their skills throughout their time with the organisation.
That’s where having a framework comes in. A systematic and organised approach to learning and development, a framework ensures alignment with business priorities and integration with other people management strategies, resulting in a visual representation of the whole, with nested levels of detail available.
A learning & development framework removes the ‘bitsy’ nature of L&D by taking a wider picture look at your learning offerings. It provides a clear visual guide for how your people can follow a learning pathway to improve their skills and performance, whilst contributing to strategic business objectives.
With all those benefits, you’re able to maximise on-the-job competence faster, provide your people with clear pathways, and demonstrate that your L&D offerings are promoting the achievement of strategic business goals. So – why haven’t you got a learning framework yet?
