What are the best practices in Learning and Development?
No matter what your role is, you will always have to get back to these foundations as a compass for building and implementing a sustainable L&D strategy.
- Consider the big picture
Recently economists began to suggest that traditional tertiary services could be further distinguished from “quaternary” service sectors. Economic activity in the quaternary sector comprises information- and knowledge-based services.
Contrarily to the other three sectors, the value of quaternary businesses lies in the knowledge they accumulate, rather than on numbers only. So your L&D strategy could add economic value to your business, beyond what you would normally consider.
- Make an accurate assessment of the situation
Four main elements should be identified here:
- Individual acceptance of the L&D strategy
- Individual learning objectives
- Achievements in the work environment
- Company’s goals
- Create a blended learning concept
Blended learning is not random learning: different formats fit different training programs.
To find out what the best choice is, it is of paramount importance that you run a detailed, long term cost-benefit analysis.
- Use an engaging training model
In adult education, an engaging training model is key: the learning value chain should include rationale, objectives, activities as well as final corrective feedback.
- Define a plan for evaluation
Finally, the measurement of success and ROI should focus on efficiency, satisfaction, changes in knowledge and skills, and business impact.
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