METHODOLOGY

Culture and Behaviours

Historical HR

Learning and development is based on the technical area of the employee to improve their functional skills. It was usually prescribed by the employer as part of a structured career path progression. Courses were provided by internal people or 3rd party providers. Soft skills were added after a degree of functional maturity. Growth plans are not individualised till later in the employee career and often to correct a deficiency that has been observed in employee performance.

New World of Work

Learning in the flow of work is the new buzz expression and it has emerged because evidence is that 80% of what adults learn is from on the job experience. In the new world of work investment in courses and training will continue but be focussed on softer skills and be customised to the needs of the employee. Learning in the flow of work will be formalised with recording of learning events.

What the Change Means

Investment in Learning and Development is enormous especially as organisations fight in the war for talent. Unlike the past the impact of this investment can be at least in part, measured giving and ROI. Many organisations will be dissatisfied with this ROI and look at institutionalising on the job learning and measuring the impact of this.

Kendo Methodology

Kendo allow the capture of “proof points” that identify positive and constructive learning opportunities. Feedback to the employee has to be dealt with promptly so a learning in the flow of work is a reality. Kendo also builds capability profiles for each employee, who devise their own growth plan. Investment in L&D will provide a better ROI as it is directed at areas of know rather than assumed needs.