A successful ongoing training program is vital for a company's success. Employees need access to training, so they can improve their job performance and address weaknesses that could be costly for the employer. Businesses that provide training and development opportunities see an overall increase in productivity, morale and job satisfaction, and the results are more consistent with fewer turnovers to better equip for the future of work.
In spite of the obvious benefits of providing ongoing training, many companies don't make L&D a priority. In fact, most HR managers think training and development are crucial, but not enough to help employees advance in their future careers when opportunities arise. In other words, employees echo this sentiment as they feel they aren't meeting their full potential due to a lack of training opportunities.
L&D professionals have access to more resources than ever before thanks to emerging technologies in education and a workforce with a strong interest in training and professional development. However, too many organizations marginalize their L&D experts and relegate them to a very limited role, such as designing orientations for new employees.
The L&D profession has gone through significant changes over the past few years, and everyone can benefit by rethinking the role and responsibilities of the L&D professionals. These experts often play a central role in developing impactful training programs, keep up to date with new L&D technologies and focus on delivering an effective learning experience for employees. For instance, taking part in creating interactive content in learning management systems (LMS) to make training more accessible.
They can also influence upper management by demonstrating how L&D technologies will benefit employees and by drawing attention to the need and demand for an ongoing training program.
Even though technology is becoming central to training programs, L&D professionals still have a crucial role to play, especially when it comes to using technology to create training and development programs that are aligned with the organizational goals and the needs of the employees.
The role of L&D professionals is slowly becoming that of a learning content curator. They can deliver content customized to the needs of each employee, embrace practices such as gamification to make training more fun and engaging, and develop an ongoing training program that boosts productivity and satisfaction.
Ideally, L&D and HR professionals should also be included in the decision-making process regarding the development of an ongoing training program and when it comes to choosing an LMS.
Lambda Solutions can become the right partner to help your organization leverage LMS such as Moodle or Totara Learn. Get in touch with us to find out LMS can provide L&D professionals with the features they need to deliver impactful training content and help build an ongoing training program that will benefit everyone.