Learning and development is how the workforce capabilities are developed to achieve your business goals and standards.
To build a capable workforce learning and development needs to be planned. It should take place at four different levels (depending on the size of your organisation):
Key Factors to support learning and development are:
Learning and development supports current and future business performance as well as enabling individuals to develop their full potential.
Afford Investment in Training
Investment in training, both in-house and externally improves the skill level and motivation of your staff which in turn improves your business performance.
How could you apply it to your business?
Tools to help a line manager Support an Individual’s Learning and Development:
+ Clearly defined job roles, job descriptions and person specifications so staff know what is expected of them
+ Develop a robust induction process. Use an Induction Checklist
+ Create a Training Checklist for each role to ensure new staff receive the initial training
Business goals: What a business expects to achieve over a given period of time
Objectives: Specific activities needed at business, team and individual level in order to meet business goals. Should be Specific, Measureable, Achievable, Realistic and Time bound (SMART).
Job role: A part that is played within a specific work process .e.g. waiter, barman, supervisor, manager.
Job description: An accurate description of the duties, responsibilities and required qualifications (skills, knowledge and behaviours) for a specific job.
Person specification: A description of the qualifications, skills, knowledge and experience a person must have to complete the tasks for the job.
Training Needs Analysis: Assessment of training requirements at business, team and individual level.
Performance management: A year round system of monitoring staff performance to identify general progress, where extra support /training is required, to give constructive feedback and to discuss further opportunities for progression.
Workforce capability: Refers to your organisation’s ability to accomplish its work processes through the knowledge, skills, abilities, and competencies of its people.
Learning need: Is where a gap is identified between the current level of performance and a required level of performance.
Learning style: An individual‘s unique approach to learning based on strengths, weaknesses and preferences.
Mentoring: A relationship where a person provides a less experienced person with advice over a period of time.
Continuous Professional Development (CPD): The activities though which professionals maintain and enhance their knowledge, skills and experience.
Learning Diary: A collection of notes, thoughts and observations built up over a period of time to support reflection on what has been learnt and the distance travelled.
Opportunity costs: the costs relating to the value of something that must be given up (time to train others) to acquire and achieve something else.