There are certain abstracts in the world that we wish could be quantified. Abstracts like emotional experiences, the uniqueness of an individual, spiritual experiences, future potential, learning, and more.
If we found a way to quantify the intangibles, it would be easier to make such abstracts more meaningful. This is a question being asked by Learning & Development professionals when implementing developmental interventions in enterprises as well.
Statistics reveal that over 89% of L&D professionals are proactively working on building relevant skills that will help navigate their business concerns. While there are such diverse initiatives across enterprises, a majority of the spending on employee training and development gets classified as expenses and worse, discretionary.
Instead of being viewed merely as optional vendors, L&D providers should be recognised as essential strategic partners within businesses. This is because investments in L&D yield increasing returns over time, unlike immediate costs that are typically categorised as expenses. Key aspects like long-term benefits and preparing for the future are often undervalued in the learning process. Therefore, a slight shift in how we view L&D initiatives is necessary to achieve more comprehensive results. This shift will underscore why L&D is more than just optional spending—it’s a critical strategy for success.
They enable your workforce to be future-ready
While it’s a cliché that the tech and business landscapes are evolving at a dynamic pace every day, the core takeaway is that it’s creating significant gaps in the process. Gaps in terms of skills professionals need to pick up frequently to keep up with the change, financial gaps to afford niche professionals and more.
Talent transformation companies help you navigate not just the present but prepare your workforce for the future, anticipating upcoming trends and developing programs that will push you to experience a minimal, unsupervised learning curve. Making learning autonomous is the biggest win for your enterprise, which, as you know cannot be quantified.
Optimised performance and productivity
Statistics show that over 91% of organisations have experienced a significant boost in work and productivity due to talent transformation programs.
But the statistics aside, what a meticulously crafted training program instils is a sense of ownership and confidence in your workforce. The ownership to work autonomously with minimal support and supervision and the confidence to improve accuracy, reduce errors, and complete tasks faster.
With reports showing over 80% of the employees agreeing to an increase in confidence, training programs – to an extent – make Mondays exciting at work as well.
They present to you a roadmap
A talent transformation program comprises pre-recorded sessions for your participating teams. But it is beyond that. It is systematic and highly procedural. The most prominent training providers start their deployment of L&D programs with homework we call assessments.
Assessments give you an idea of the current capabilities of your workforce and then strategise an outcome-driven program bespoke to your requirements.
Such assessments involve questionnaires and parameters that are critically aligned and tied to your L&D and business goals, which result in the implementation of powerful and enriching training programs.
L&D providers are readily deployable
L&D training providers are plug-and-play, where they can be seamlessly integrated into your organisation as required. Thanks to the diversity in clients, organisation scales, and domains they have worked with, they bring in a holistic view and exposure to the table. Besides, L&D Partners have access to accomplished faculty members with wide-ranging experience and at any given point in time, the opportunity cost of setting up the required L&D department with all its sub-functions is far higher in the long run than working with partners.
Importance To RoI
Corporate training programs are completely RoI-driven. This means there’s transparent accountability in terms of collaboration, where efforts are made to establish relevant and precision metrics and measurement frameworks to assess growth and outcomes. Through consistent monitoring and course correction, training providers ensure their initiatives positively impact business outcomes and the board has something more quantifiable and substantial to present and discuss.
It is time to reframe any expense on talent development through training partners as investments rather than as an expense. The most important assets in an organisation are its people. And as with all other assets, one invests in them over the long term and for the long run.
What do you think?