Wide-range of Learning & Development options
Any organizational focus on learning and development must be backed by a host of tools enabling the same. This is crucial enablement of the L&D agenda of the organization and must be planned and executed well.
Any organization conscious of the importance of Learning and Development will provide various options to it's employees to further their learning and development. This can include training sessions which are classroom or virtual; on-the-job training by the trainer or by the 'buddy'; self-paced self-learning programs where the employee goes through written, audio and video material etc. In routine scenario the reporting manager's feedback and coaching can help the employee learn a lot. If the employee shows performance excellence and good potential, he/she can be inducted into the Talent Development Program as well which comes with it's own set of specially designed programs. If the company provides an online library on the Intranet, it provides a unique opportunity to every employee to enhance his/her knowledge base. The Mentoring Program opens up new vistas for the employee who happens to be the mentee. He/she gains directly from the tutelage of a much senior, more experienced leader which can really boost up the learning in a very short period of time. Apart from these avenues, job-rotation serves as an important source of learning and development whereby the employee gains a holistic view of the entire business as such and develops a different skill-set altogether. The onus lies on the HR department to ensure that these various options are available to all employees so that they have a chance to increase their execution effectiveness by enrolling in these L&D initiatives. In addition, these L&D activities can be included as part of goal sheets as well.