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How Do You as HR Stimulate Learning at Work

The world is changing faster and faster, and the most critical traits a human can possess are agility and adaptability, according to this white paper from Microsoft on the new work culture.

How Do You as HR Stimulate Learning at Work

Until ten years ago, you could continue your entire working life with the knowledge you gained during a study. That's different nowadays, as we read in a report by the World Economic Forum. About half of what students learn during a four-year technical course is out of date by the time they graduate.

It's therefore important to make a strategic choice as a company and to create the right learning culture.

What role does HR play in this?

1. Make time

The employee has to invest time to study. As an employer you can help in this by allowing the employee to study in the 'time of the boss'.

Is that just to go to a meeting or course day or also to study? How do you check that? Does the time made available relate in any way to the study load? What happens if the employee doesn't successfully complete the training?

Nothing is laid down in law about school leave. So there are no standard answers to these questions. As an HR department, think about this and draw up clear guidelines to avoid misunderstandings.

2. Make appointments

It's of course important to keep track of the results of a study, course or other way of learning.

Set clear KPIs for this. If you use a learning platform, it's often easier to trace the KPIs.

For example, in the learning platform of MyCademy you can see at a glance how many hours an employee has studied, what his or her scores are, what active courses are and which have been completed.

3. Identify the benefits for the employee

We've highlighted the benefits of learning for the employer in this blog. But of course the employee must also be convinced of the importance.

If development plays a clear role within an organization, this has a stimulating effect.

Let employees who follow a course tell their story. After all, nothing more motivating than hearing from a colleague why it's good to keep learning.

Also look for other inspiring ways to show how personal development contributes to an interesting career path. For example, let your employees join a different department.

This gives them a good idea of ​​what else is possible within the company in addition to their own job.

4. Organize internal knowledge sessions

You can of course have employees tell you about the training they're doing. It's even more motivating if you ask an employee to take colleagues along with them in their education or training.

Have him or her organize a shortened version of the training, course or training, in which colleagues receive the most important points.

Or organize other internal knowledge sessions. For example, invite an expert to talk about a specific topic or arrange a workshop with a specific theme.

5. Get 'learning' on the management's strategic agenda

Companies that make a strategic choice for knowledge development and that continuously embrace learning are demonstrably more successful than companies that do not. Nevertheless, the discussion about knowledge development often ends with the content of the training courses.

What people don't always realize is that neglecting knowledge development is a true assassin. A lower level of knowledge of employees has a direct, negative impact on issues such as customer satisfaction, customer loyalty, efficiency and also on turnover.

Determine a future-oriented strategy for knowledge development, which, in addition to practical matters such as money and teaching materials, also pays sufficient attention to the desired learning culture and the embedding in the organization.

Need a little more baggage to convince management? Then download our whitepaper.

6. Provide diversity in the teaching materials offered

Everyone has a different preference for learning. One prefers to sit in a classroom once a week, the other is happy to be alone in an attic room with a laptop in front of his or her nose.

Some people remember material better when concrete examples are mentioned, others prefer to learn the theory. Therefore, make sure that there are different types of courses and training in your offer.

Does an employee not know what his or her favorite learning style is? The Internet is full of learning style tests.

7. Inform employees of the learning objectives

Make it a habit to share the learning goals. For example, your company learning goals are on the agenda of every quarterly meeting.

This provides a stick behind the door, but also ensures that learning remains on the minds of the organization and the employees.

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