News By Tag
News By Place
Follow on Google News
Strategic training more impactful than regular training
Any employee training designed for professional development should target strategic business goals
Strategic training differs from regular training in a few ways. It bases development activities on strategic organisation objectives. Learning frameworks become general enough to be applied to any business function but specific enough that it can address niche training requirements. Strategic training also utilises continual reporting, analysis and iteration, and tailors training activities to personal needs to ensure learning sticks.
"Any employee training designed for professional development should target strategic business goals," said Blake Proberts (Co-Founder and Managing Director). "Without it, you can't prove L&D ROI, you won't positively impact employees' day to day, and you won't see the performance changes you're hoping for."
Strategic training and development is a cyclical process where each step informs the next. It starts with defining strategic initiatives. You then move on to skills gap analysis and personalising training. Lastly, you analyse and repeat. This last step is what makes the process cyclical. Whatever insights you gain funnel back into the process.
The Acorn experts are quick to note that not all training will be strategic. Compliance, onboarding and product training will likely not be. The key difference between these types of training and training with strategic impact is that they are niche topics for a certain moment in time. Strategic training looks long-term, often encompassing short-term initiatives like leadership development, social learning or capability building.
You can read the Acorn experts' full article about strategic training and development on Acorn Labs: https://hubs.ly/
Pursuit Technology is one of Australia's fastest growing HR technology companies. Pursuit, via Acorn LMS, takes a different view to strategically enabling HR and L&D teams compared to traditional providers. Rather than focusing on analytics after learning experience, their products use workforce planning and capability frameworks prior to any learning. By linking to a company's strategy, Pursuit products can inform organisational capability gaps and suggest education, deliver this education, then measure the impact – proving business impact by the HR and L&D team in a quantifiable way.