Learning happens through training and development programs for employees in all types of organizations across the country. Some programs offer a wide variety of options for employee development, while others may be in place only to provide the minimum requirements to meet legislative or compliance standards. Too often the focus, in the public eye, is on companies that do not go beyond the minimum. These organizations provide sensationalist ‘how not to’ stories, which result from the negative consequences of poor employee training plans.
For a refreshing change of pace, there are numerous Canadian employers who are able to provide a positive ‘how to’ perspective on their constructive employee development plans. One of these organizations is LoyaltyOne, an award-winning Canadian organization dedicated to continuous employee growth through learning and professional development.
Click here to read about LoyaltyOne’s approach to employee learning.
In our training and development studies we categorize employee learning as either on-the-job or off-the-job. The approach used by LoyaltyOne shows us that work-related learning does not have to be one or the other. Learning happens all the time. What is most important is that ‘real-time’ learning can happen through any number of sources for individuals at any time. Perhaps it is time to recognize that the categorization of when and how learning can happen is artificially limiting.
Thanks to technology, the learning landscape has been transformed to one of limitless opportunities and potential challenges. The scope of employee expectations is much higher as access to training through technology becomes easier to navigate and manage.
What has not changed in its importance is an absolute commitment to learning and employee development, which must be put in place from and by the leaders at the top. There is a reason award-winning organizations receive the accolades they do. A commitment to excellence is not just a theoretical concept for Canadian companies who are the best in their field.
That commitment must be real if genuine, ongoing growth and development is to happen.
Discussion Questions:
- If you were the training and development specialist at your current organization, what types of ‘real-time’ learning strategies would you recommend?
- As an employee, do you prefer on- or off-the-job training? Explain your rationale.
- What is the relationship between LoyaltyOne’s approach to employee learning and its organizational culture?
- Click into LoyaltyOne’s corporate website. What types of learning incentives are in place that would be attractive to a potential employee?