So let’s start with a question: Why do you train your people and how do you measure the impact it has on your business?
At the start of 2016 we spoke to many organisations that do the same training, delivered in the same way, by the same people as they have always done. Is this a problem? Well it may well be a challenge if you consider that:
- The new generation of talent expect more including different methods and ways of developing their knowledge, skills and behaviours
- The level of new skills required are increasing faster than many can keep up with
- Temporary workforce numbers are growing at a significant rate
Within Optamor we explore how organisations can build blended learning and change the way their people see training. We also consider the impact that training interventions will have on them both as an individual and as an employee of your business. We explore practical opportunities and ways to empower your people and create your unique environment by using training to drive capability and progression within your business. We also consider the financial impact of using progressive training and creating a blended approach to its delivery.
As talent and strategy become more closely aligned, organisations are evaluating more effective methods of achieving control of their specific talent challenges. Emerging as a high priority on the strategic HR to-do list is enhancing training and development whose aim is to ensure that talent is:
- Successfully managed and developed to give the organisation competitive advantage and commercial gain
- That key talent is not lost to competitors through lack of investment or career development
The value of introducing training interventions and programs aligned to current and future hiring requirements which are designed against and aligned to career paths and career frameworks within the organisation should not be underestimated. Key training strategies that highlight the value of both mapping career paths and training and blending recruitment and training are essential to the success of progressive organisations.
So what are the key strategic objectives and challenges organisations face and that you should consider when attracting candidates and developing internal talent?
- How to blend talent management with strategic workforce planning
- How to implement and measure a talent mapping strategy
- What effect will a combined strategic succession planning strategy coupled with a progressive workforce management approach have on employee attraction and retention?
You should consider and highlight the value of both mapping talent and blending recruitment and training solutions as an integral part of a broader talent management strategy. This will allow you to assess your existing skills base and identify those required for future organisational, team and individual development.
Sound interesting to you? Join us and our subject matter experts Claire Proudlove and Fran Butler at our Optamor Qi: Executive Learning Group on the Friday, 21st October 2016 to discuss Progressive Talent in the Workplace, to book or find out more click here.