If you’re used to taking a kind of “shoot from the hip” approach to the learning and training that needs to happen in your company to get peak performance out of each and every one of your employees, then it’s time to be reminded of why careful learning management needs to be shuffled to the top of your priority list.
The online BusinessDictionary.com defines management as the organization and coordination of the activities of a business in order to achieve defined objectives. Pretty straightforward, right? It’s about organizing and coordinating things – in this case, your company’s learning and training efforts. But notice how you have to manage for something, which the definition goes on to explain is to achieve defined objectives. It’s critically important to note that before you start managing something, you have to define some objectives! You might once again think this is a no-brainer, but you’d be surprised how many companies, if they try to manage their training and learning programs at all, fail to clearly define any objectives they should be striving to achieve.
This is where you need to take the time to sit down with a combination of people who understand both your company’s business goals and the people responsible for creating and delivering training and learning. If meetings of these people are not regular, priority occurrences at your company, it’s time to make sure it happens on an ongoing basis.
Think about it: Your company has (or should have) serious, well-crafted business goals. How are you going to achieve those goals? Your employees have to do certain things to make those goals a reality. But then the next question is this: Do your people have the skills and know-how to play their part in achieving the goals? In a way, the answer almost always ought to be no. If the answer were yes, then why isn’t your company already achieving its business goals? Normally, there will be a gap somewhere between your company’s business goals and what your people are capable of delivering. It might just be a matter of more clearly communicating the business goals to your people and inspiring them to rise to the challenge. If so, give them a hearty pep talk and see what happens. More often than not, however, your people need new knowledge and better skills to meet the challenge presented by the business goals. And that’s where learning and training comes in.
In this meeting of the minds between the business goals and your learning/training people, the question now becomes, what learning and training will give your employees what they need to achieve the business goals? Now you’re automatically looking at shaping your learning and training agenda to align with business goals. The learning can then be developed and delivered, and that is the point where you need to bring in top-notch learning management.
How are you going to know if your people have participated in the needed learning and training? How are you going to know if they’ve actually learned what they need to know and do? How are going to know if the content delivered was well-received and of a high quality? How will you know if employees are implementing what was learned? And finally, how are you going to know if the learning and training delivered is making a difference in achieving the business goals?
All of these questions can be answered with the right approach to learning management and by using the right learning management software. Find out if eLeaP is LMS that will help your company answer these critical questions by signing up for a free trial. And feel free to contact us by phone at 1-877-624-7226 or email at email@example.com to find out more!
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