L&D is facing unprecedented change; a changing workforce, the changing nature of work, changing employee expectations and changing technology. All of which requires a skilled and agile workforce that can support an organisations’ need for innovation and evolution. This represents an enormous opportunity for learning to have a strategic impact on the performance of your people and your company as a whole. Here, we will take an important step back to understand just what L&D can do to really makes a difference.
From processes to performance: Maximising the impact of learning
The world of work is transforming, as most organisations grapple with wholesale changes across business functions, technologies, processes and people. Supporting these changes and helping people shift their mindset to engage with new and different ways of working is a key role – and opportunity – for L&D today. It’s time to get beyond ‘order taking’ and business as usual learning requirements. In this session we look at where learning can make more impact and become truly transformational.
- L&D’s new strategic opportunity
- Why learning must always enhance performance
- Aligning L&D’s goals with business goals
- Harnessing the power of data to track performance impact