How to Build Successful L&D Strategy

Learning and development plays an important role in each company’s success. Especially in this ever-changing world, it is crucial to stay up-to-date with the recent trends, practices and solutions. This is where learning and development programs come to help. They are the key to having a professional team and a well-performing business. In this article, we explore the steps of building a successful L&D strategy for your team.

Identify resources needed

While building your training and development strategy you should think about resources as an important step. It will help you to set realistic goals and then measure the results accurately. You need to set up a budget and figure out the timing that it applies to. You will be able to evaluate the effectiveness of your L&D program given the resources invested. For example, you will calculate that by spending X dollars we developed X number of courses which brought us X% increase in productivity. 

Set organizational-level goals

You should think of your L&D program as a way to level up your company. It should be an investment to reach better business performance. For that you need to have the big picture and understand where your company is heading to. Only after that you would be able to plan the next steps accordingly. Senior management plays a big role here because they are the ones involved in organizational processes. Thus, they can help to develop training courses that are aligned with company goals. 

Put focus on employee satisfaction

You build a L&D program for your employees, don’t you? At the end of the day they are the ones to benefit from it. So, you should keep them in mind while developing it and you should do your best to develop a good one. As employees learn new skills, they become more self-confident as a professional. They feel that at this point they can contribute more to company success. And as a result they feel valued in the workplace and their satisfaction increases. 

Address skill gaps

The ultimate goal of your training courses is to have employees who gained the necessary skill set to perform their job better. For that, you first need to identify what are those skills that they lack. You can do this by asking for feedback from direct managers. Then you can gather the answers and come up with the list of skill gaps. Based on this, you can easily create training courses and make sure that they will help in improving employee performance.

Select appropriate learning tools

After determining the steps of building a successful learning and development program, comes the practical part. You need tools that will help you to implement it. You can have a learning management system as an all-in-one tool to generate and track your training courses. It will allow you to follow-up on the whole process of course completion and get insights. For example you can see what are the top performing courses and find similarities between them. Then you can use that info to improve other courses that are falling behind.

To sum up

Each company needs to develop training courses at one point or another. It helps to keep the business going and maintain top performance. Thus, it is important to develop a good L&D strategy that will be effective for both the company and employees.