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The Next Step: Incorporate Learning in Talent Management

Posted by 24x7learning on August 26th, 2014

The importance of technology enabled learning in an organization cannot be stressed on enough. According to the annual Towards Maturity benchmark study carried out across over 500 organizations in 2013, technology enabled learning has helped business’ reduce staff churn by 9%, speed up new product roll-out by 24% and reduce learning delivery time by 22%.

 L&D professionals today are aware that learning is a part of every new hire’s experience and will continue to be so for as long as they remain with the company. Can learning be integrated with talent management to optimize business performance and outcomes?

Talent Management

Talent management refers to the lifecycle of an employee. This begins with recruitment and selection and continues through to exit interviews and retiree support.

Finding hires for a company is easy. Finding talented people is not. While it may seem that there is a lot of talent available globally, finding talent locally, training them and holding on to them is a herculean task. Businesses invest a lot of time and money on hiring and training talent, only to see them walk out of the door just as soon. Is there a way to decrease the attrition rate of a company? Top companies have discovered the secret of retaining their employees and increasing their business output. They employ technology enabled learning in tangent with talent management.

In this series we will look at how a Learning Management Platform can be incorporated into the first step of talent management – the onboarding process, to increase profits, heighten performance and decrease attrition.

Onboarding:

Onboarding is a strategic process of bringing a new employee to the organization and providing information, training, mentoring and coaching throughout the transition. The process begins at the acceptance of an offer and continues throughout the first six to twelve months of employment.

The first experience that a new employee has with a company is one of learning.The first year is critical to employee retention. The first six months is when an employee decides to stay with the company or look for another job – although this could sometimes be as early as the first ten days.

Making the onboarding process smooth, exciting and glitch-free by giving your new hire easy access to all the information he needs will enable him to start off on the right foot. An online learning management system can help here: The onboarding process can be hooked into a learning management system, and a new hire’s employee profile fed into the learning system – allowing him to start learning immediately. This takes care of otherwise messy paperwork.
 
The learning system enables administration to:

Connect new hires to orientation: An orientation program that introduces the new hire to company goals and norms can be fed into the learning management system, enabling them to start learning about what is expected of them, from the first day of employment itself.

Not having to depend on administration for this process allows new hires to get into the system and start learning, while at the same time freeing managers from this responsibility – allowing them to attend to other work.

Customize Learning Plans: Training needs differ with each individual new employee. With a learning management system integrated with a HRMS, it is possible to customize learning plans for each employee depending on specific needs, the role they will play within the organization, and the skills that will be required for that particular role.

Reduce the overall onboarding period: With the onboarding process starting off on day one with the learning management system, the overall period of onboarding is quick, easy and efficient, thereby reducing the overall onboarding period. With the onboarding process out of the way, new hires can get on the job faster.

Enable New Hires Become Productive Faster:A few years ago (a practice that is still followed by many industries), the orientation and training of new employees were a bane. In the first place, these two processes were entirely paper-based. Secondly, the need to establish a ‘critical mass’ of new employees in order to make the classroom based training viable meant that there could often be a significant lag  time from when an employee joined to when he received the required training. This severely restricted the range of tasks new employees could undertake and also restricted management’s ability to manage workloads and service levels.

Investing in learning helps optimize and sustain knowledge, skills and performance. Top companies understand this and invest in a reliable and efficient learning management system like the LearnTrak LMS. With technology enabled learning in place, new hires have the freedom to learn when, where and how they want to learn, thus enabling them to become fully productive employees faster.

For more details on the LearnTrak LMS or mobile Learning Management System, visit: http://www.24x7learntrak.com/.

Also See: Learning Management, New Hires, Management System, Onboarding Process, System, Onboarding, New

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