Laying down a training/development strategy

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Learning and development in themselves can’t bring you the expected results unless you coordinate your projects with the appropriate strategy.

Many companies completely lack a learning & development strategy, or it is not properly aligned with the firm’s strategy. Without a strategy, how could you measure and determine if the development project generated the result you expected? If the measurement doesn’t go deeper than askingemployees how satisfied they were with the coaching/training/individual or group session - we’re still very far from happiness. Of course, you can set the goal as simple as making everybody satisfied with the service, but you mustn’t forget that L&D’s true purpose is to make sure your employees can sufficiently contribute to the company’s goals through their performance, skills, competences and, last but not least, attitude.

This is not going to work without a learning and development strategy. If you still lack an L&D strategy, if you see that your L&D budget doesn’t sufficiently pay off in terms of corporate results, if the training of your employees doesn’t generate the expected outcome, this is the service you should start with before going into any other development project.

You’ll be able to accurately target your development efforts.
You’ll get closer to accomplishing your company’s strategic goals

if everything fine whats the result?

You’ll be able to accurately target your development efforts.

You’ll get closer to accomplishing your company’s strategic goals

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Laying down a training/development strategy

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if everything fine whats the result?

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