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Establishing an efficient and effective
process for learning and growth on an
organizational, functional, team and
individual level;
Developing an organizational map of
available and desirable competencies
within various functional hierarchies
according to business sustainability and
growth imperatives;
Conducting Training Need Analysis (TNA)
for rationalizing learning and development
imperatives;
Sourcing and selecting suitable formal
training and e-learning options.
APPLY PHASE (A)
This phase is geared towards the effi cient
execution of the ‘LandD’ strategy with
the active solicitation, engagement and
participation of all the key stakeholders. It is
owned by middle management and facilitated
by senior management. Key stages include:
• Planning and scheduling of a formal
training calendar;
• Communicating for mal training
information to trainers, participants and
their functional supervisors;
• Coordinating with functional supervisors
of participants to ensure their availability
for for mal training with appropriate
logistical arrangements.
GALVANIZE PHASE (G)
This Phase caters to the realization of
effectiveness achieved in fulfi lling the aims
of the ‘LandD’ strategy. It refl ects the junction
where online technology merges with formal
training to provide a robust, lingering and
sustainable impact of learning that facilitates
progressive development of talent. It is owned
by middle management and facilitated by
senior management. Key stages include:
• Monitoring and evaluating formal training
for ensuring and gauging desired learning
and development gains from for mal
training;
• Developing a list of recommended
e-lear ning options from the inter nal
knowledge bank/shared service offerings
Motivating employees in taking
proactive steps to enhance their
professional credentials in accordance
with organizational priorities and
desired career progression through the
available/accessible formal training
and e-learning options.
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for advising the participants of formal
training;
Incentivizing trainees for utilization of
recommended e-learning options from the
internal knowledge bank/shared service
offerings for reinforcement of formal
training.
EMPOWER PHASE (E)
This Phase positively reinforces the
platfor m for launching future ‘LandD’
initiatives and engenders higher levels
of employee engagement. It is owned by
the senior management with assistance
from the middle management under the
umbrella of visionary leadership from the top
management. Key stages include:
• Periodically reviewing the inter nal
knowledge bank/shared service offerings;
• Authorizing and encouraging proactive
acquisitions to timely update options
pertaining to e-learning within the internal
knowledge bank/shared service offerings;
• Motivating employees in taking proactive
steps to enhance their professional
credentials in accordance with
organizational priorities and desired
career progression through the available/
accessible formal training and e-learning
options.
BEFORE WE DISENGAGE
This framework has been presented as
a ‘baseline’, upon which, future ‘LandD’
strategies/systems/approaches/methods can
be optimally established, developed, deployed,
monitored, reinforced, reviewed and improved
to strengthen future Talent Management
initiatives. Raising a glass to your success! P & M
Vol. 10 Issue 2 • FEBRUARY 2019, Delhi NCR |
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