The area of Learning & Development in companies deals with a variety of topics and challenges relating to lifelong learning and professional development. Investments in this area are not only crucial for individual development, but also directly influence employee commitment and thus the long-term competitiveness of the organisation. This article highlights three key areas in Learning & Development and outlines possible measures.
The relevance of Learning & Development
Investment in Learning & Development is crucial for the long-term success of organisations. The continuous training of employees not only strengthens their professional careers, but also the competitiveness of the organisation as a whole. In order to ensure the adaptability of the workforce to constantly changing market requirements, the targeted promotion of Learning & Development is essential. The continuous development of skills and the building of new knowledge enable employees to develop innovative solutions, master new technologies and adapt flexibly to dynamic working environments.
A strategic focus on Learning & Development also strengthens employee commitment and increases their satisfaction. This has a positive effect on motivation and work performance. The resulting Appreciation counteracts the shortage of skilled labour. Companies that invest in further training can attract and retain talented employees - a decisive advantage in a labour market where qualified personnel are in short supply. Overall, investing in Learning & Development promotes a culture of continuous learning that not only improves the success of each individual, but also ensures organisational growth, innovation and future capabilities.
The future of Learning & Development: starting points for a successful organisation
Skills gap analysis and personnel development
Identify skills gaps to meet the increasing demands in your organisation. A skills gap analysis reveals strengths and weaknesses by comparing the current level of the organisation with the defined goals. This makes it possible to create a concrete plan with targeted Talent Management measures. In this way, resources are utilised in a targeted and efficient manner. A dedicated strategy and clear focus also enable the organisation to differentiate itself from the competition. The provision of internal development opportunities and the organisation of individual career paths help to reduce the fluctuation rate. So why look externally for qualified candidates when there is already internal potential?
Digital transformation and e-learning
Digital transformation and e-learning are crucial for Learning & Development, as they promote flexible, customised and cost-effective learning. With platforms such as SAP SuccessFactors , companies can create customised training plans, facilitate access to learning content and track employee progress. The integration of artificial intelligence (AI) creates customised learning paths that are based on each individual's starting point. The personalised compilation of learning content ensures that end users feel directly addressed.
Learning culture and engagement
Fostering a positive learning environment through values, vision and behaviour is becoming increasingly important. Research shows that a positive working atmosphere is a decisive factor for learning progress in organisations. A supportive learning environment, team-based learning activities, recognition of progress, regular feedback and the integration of feedback into the design of training programmes are crucial factors. They promote greater commitment, increase the effectiveness of Learning & Development initiatives and create a culture of continuous learning.
Concrete recommendations for action
- Create transparency: Identify gaps in the development status, prioritise them and create targeted individual development plans. You can use tools such as the Talent Intelligent Hub from SAP SuccessFactors for this purpose.
- Continuous feedback: Promote a culture in which transparent and constructive feedback is the norm. Ensure that the defined development steps are adapted as necessary in order to respond to changing requirements.
- Digital learning platforms: Provide your employees with a learning environment that is as flexible as possible and can be accessed at any time and from anywhere.
- Space and time: Give your employees the necessary freedom to take care of their own development and give them confidence.
Summary & key messages
Investment and a strategic focus in the area of Learning & Development are essential for a successful and sustainable company. Your employees are the most important resource for an organisation's innovation, stability and marketability. It is therefore essential to provide your employees with the best possible support and show them development opportunities. This article has described three starting points that have a positive impact on Learning & Development. These focus areas are not exhaustive and are intended to show you possible starting points for strengthening your organisation and meeting the needs of your employees at the same time.
Outlook for the next Specialist articles
In the upcoming Specialist articles "Compensation & Benefits - Is salary transparency soon to be history?" we take a closer look at the topic of salary, which, although not the only factor, is a decisive factor for employees when it comes to accepting or leaving a job. Particularly in times of skills shortages and new talent management, the topic of remuneration is the subject of intense debate. We examine how salary transparency is perceived in this context and what impact it can have on employee commitment, Talent Management and the overall approach to securing skilled labour.
Related Specialist articles
Sources
- https://www.forbes.com/sites/meghanbiro/2018/07/23/developing-your-employees-is-the-key-to-retention-here-are-4-smart-ways-to-start/?sh=2d71c3b83734
- https://hbr.org/2016/09/developing-employees-strengths-boosts-sales-profit-and-engagement
- KUHNLE, Helen. Skill gap analysis: How to close the skill gap in your organisation. In: Sustainable growth in SMEs: A practical guide for managing directors: inside. Wiesbaden: Springer Fachmedien Wiesbaden, 2022. pp. 135-142.
- https://news.sap.com/2023/10/new-ai-sap-successfactors-capabilities-ignite-potential/
- ALSABBAGH, Mouaz; KHALIL, A. H. A. The impact of organizational culture on organizational learning (an empirical study on the education sector in Damascus City). International Journal of Academic Research in Business and Social Sciences, 2017, Vol. 7, No. 4, pp. 579-600.
- https://www2.deloitte.com/cn/en/pages/human-capital/articles/global-human-capital-trends-2020.html
- https://www.mckinsey.com/featured-insights/future-of-work
Author
Nives Stiefel
SAP SuccessFactors
Nives has been interested in the topic of development and employee satisfaction since her master's thesis at ETH Zurich. She has been supporting companies in digital change and developing HR strategies for almost 10 years. With her optimistic and pragmatic approach, she always takes a solution-oriented approach to the topics and is always happy to make customers happy and accompany them on their individual journey.