Organisational Learning and Development: Who Trains the Trainers?

Your team members can provide you a lasting competitive edge, if indeed they have the proper education in it.

People are the brand new competitive edge running a business. Products or services could be duplicated and emulated by competitors but nobody can copy and paste the rich intangible assets of talented employees that perform within an exemplary manner.

Global leadership appears to have grasped this concept and so are investing more in the training and development of their people. Which investment isn’t just the amount of money allocated to working out budget. Research demonstrates time reserve for learning and development has quadrupled in multinational companies.

Blended learning solutions have yielded several new learning approaches and tools, including online learning, social learning and a renewed concentrate on workplace (or on-the-job) learning.

Individual leaders and experts from across organisational functions are significantly increasing their investment of time, effort and expertise in learning and development interventions.

With all of this investment in organisational learning and development, leaders from all occupational areas and functional fields are being called to intensify their L&D game. Learning and development of individuals in the workplace takes a highly specialised and experienced expertise, which few L&D people even reach master throughout their career.

Who supplies the learning and development necessary to drive occupational understanding how to the ever-increasing role-players in learning and development?

For a country suffering from poor education systems yet insistent on driving occupational learning, there are remarkably few accredited, quality tertiary level programmes that upskill people in neuro-scientific L&D. Most skilled, senior L&D professionals did their amount of time in organisations, complementing their basic HR diplomas with experiential learning.

Programmes can be found that equip participants to facilitate, assess, moderate, etc but finding a programme that upskills professionals (whether leaders, technical experts or L&D practitioners) in the professional execution and management of organisational people development is a mission that not all-knowing Google can accomplish easily!

The Wits Plus Organisational Learning and Development short course could be completed online through Wits DigitalCampus or part-time through evening classes.

The course supplies the following benefits for organisational L&D stakeholders:

  • The opportunity to analyse, plan, source and deliver quality L&D solutions in organisations.
  • The opportunity to connect and engage adult learners, strengthening commitment to learning and the entire learning relationship.
  • The opportunity to meet professional requirements for learning and development, improving the credibility of L&D and the entire involvement and collaboration of cross-functional leadership in driving a culture of learning.

You cannot teach a person anything; you can only just make them want to understand. Ensure that your L&D professionals and leaders learn how to make people want to understand. Invest in the individuals who spend money on people – the profits on return will be individuals who want to operate a vehicle learning and people who wish to learn.

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