Corporate Learning Strategy and How to Create It

Changes in workforce competition continue to develop along with changing times. The millennial workforce is being reshaped by a more competitive business environment, increasing complexity, and the digital revolution.

Meanwhile, the need for reskilling and upskilling is increasing due to various factors, including the increasingly diverse workforce. A digital-based economy requires a reliable workforce. For this reason, every company tries to compete by organizing learning and development programs for employees.

What is Corporate Learning Strategy?

Corporate learning strategy or also known as learning and development (L&D) is a role within an organization that is responsible for encouraging employee personal development.

The development referred to in the L&D program includes the development of professional skills, knowledge and abilities to improve the overall performance of employees and the company. These functions can be structured centrally, either independently, spread across several business units, or part of an organization (federation).

Learning strategy refers to the structured approach a company takes to provide professional development and social learning to employees. This is an important aspect in human resource management and is organized by the learning and development department.

How to Create a Corporate Learning Strategy

As one of the employee professional development programs, corporate learning strategy is usually part of the L&D program in the human resources team. They are responsible for creating a program with the following steps.

1. Identify business goals

In order to achieve successful results, you need to design a corporate learning strategy program that is aligned with organizational goals. Like other initiatives in the company, the program design designed by the L&D team must be able to produce a return on investment (ROI).

2.  Affirm employee responsibilities

Before establishing a training strategy, you need to define clear project authority. Every cross-functional team must be able to combine members from various parts of the company. This allows you to more cheaply receive input on skills improvement needs and different business functions.

3. Create specific organizational training goals

The goals to be achieved through the L&D program must be achievable and measurable. As a holistic learning experience for your workforce, you need to share your strategic goals with everyone so that business achievement and growth are the focus of this initiative.

4. Apply different strategies

You should have a specific L&D strategy for each role in the workforce. You need to ensure that the learning strategies implemented within the team are able to build good leadership skills.

5. Know the skill gap

Training programs can also be an effective way to carry out skills gap analysis. The skills gaps of each business department should be evaluated periodically. That way, you can determine the readiness of an appropriate and equal workforce to take on important roles.

6. Create a contextual way of learning

Determine appropriate learning experiences with skills gap analysis. The information obtained can be used to create a learning context that suits the target participants' abilities. Employees can be grouped based on multimodal learning forms or interactive e-learning courses.

7. Determine how to deliver and execute

Also think about investing in building a learning path from employee training materials. Accurately analyze the impact to track development, implementation, and measure retention of employee skills through this tool.

8. Use a good platform to track performance

You can also use software or tools to assess the effectiveness of training programs. This method can help identify and overcome deficiencies that arise from the program to be corrected in the future. You also need to compare and look for correlations between program success and company KPIs.

9. Get active feedback

Qualitative data from employees participating in L&D programs must be quantified. This method is one of the best ways to measure the effectiveness of the overall program approach. You can conclude the role of programs designed by HR in order to achieve the goals that have been set.

10. Integrate with business strategy

Companies must look for ways to integrate L&D into their overall corporate goals. This is related to the goals that L&D wants to achieve to help encourage organizational growth. You can implement learning program components throughout your organization to encourage a healthy learning culture.

In general, L&D programs are needed to align employee capabilities as quality human resources. Therefore, this step can be invested in to achieve long-term goals for the company.