Inclusiveness and progressiveness in corporate training and learning is equally important as the holistic learning of any subject across the years of academic and corporate learning. When we say inclusive and progressive learning for a professional, it emphasises on the training and learning which includes every possible way to deter barriers to progressive learning which underlines experiential and real word case study methods. In simple words, corporate is seeking more industry relevant, business specific, easy to consume and on-going training for their employees to meet the needs of ever-changing market mix of their organisation.
In my personal experience I have always educated myself at the first place besides my employer doing so for me, which has resulted to numerous advantages to me and geared up my career to the next level. While every year I have learning goals for myself I may assume many gains and returns perhaps that shall not be the same way of looking at it when an organisation thinks at the option of training their employees. Very often It is best believed by employees that their organisation is really longing to train them which may be positioned to them as appreciation or a reward to a good work but the truth is underneath!
In office work parlance, we all strive hard to achieve goals of our organisation and in return we may be rewarded or awarded for it but the question which comes to my mind is, am I being benefited from it? and the answer is yes! I am benefited as I am compensated and offered with indirect benefits by my organisation. Similarly, when study or training opportunities are offered by your employer to you or your team member than it can be generally believed that it will be benefiting the organisation in one or multiple ways while they train you to get their work done.
To bring these benefits on table, on-going inclusive and progressive learning is the only choice left especially for new age digital giants, to get it adopted by their teams. As these firms goes about focusing more on skills and less on resources, they would rather still lend up investing in their employees for their development and growth to have their benefits realised month-on-month. These benefits are meant not just to celebrate but to add business value which may encompass increasing productivity eventually contributing to the top line spurt.
It is to be understood well that in such a process even the beneficiary of the study course or training is getting benefited. To bring it simple and straight for most, we can understand it by an example of an organisation sponsoring a course or a training to their employee wherein the employee gets benefited with skills of doing the job and organisation gets the benefit of meeting the compliance to the industry or expectation of the client or to fetch a skill to get work done, creating a win-win situation!
This establishes a beautiful engagement between both the parties leading to a superlative gain and business value generation. More importantly is the organisational culture it creates for timely skill up and up scaling of your existing talent pool, which further more becomes dominant to those who are then habitual of such learning and believes in ‘Learning Brings Earnings’, eventually organisations giving birth to self-motivated lifelong learners which will add more business value! To realise these benefits, corporate should start investing now in micro and macro training, promoting it to their teams. In my personal experience it is the most rewarding human resource tactics of learning which rests on my personally crafted concept of ”Nested Benefits” as we reap multiple benefits of building the skill force as well as dignifying the organisational culture! Such working environments brings happiness to all and boosts inclusive and progressive learning while organisations oath for partnering with digital training partner channels to bring decisive and cutting edge ‘skills-over-resources’ competitive advantage to their strategic skill store!
The in-demand mindset of agile has also not been missed when you adopt such a strategy, as it maximises benefits meeting the ‘High Value Deliveries’ expectation of the organisations who thrives on agility and lean deliveries. Agility is just not a concept of software development but also a reality in business development and management as it unfolds plethora of opportunities to direct and redirect your human capital with changing demands of your customers. Question to strike here is, what is to be done to start with it? Best way going about is finding your online training and learning marketplace which bundles up all services an organisation needs to engage with knowledge publishers, independent trainers, education and certification bodies who are readily available to serve all types of learning and skill development needs of your organisation. Such a collaboration will add cost to the company perhaps with rightly designed program and project management processes and having skill validation measures in place, one can surely build high performance teams.
So, friends, question yourself: Are you a life-long learner? Is your organisation committed to build a learning culture for you? Are you a corporate focused on measurable strategic long-term returns through inclusive and progressive learning? And if the answer is YES; Then do not delay the next new brand learning for yourself or for your teams. Initiate a talk with your HR business partner to induce such a mechanism for holistic growth and strategic supremacy!
