Your L&D Organization as a Competitive Advantage
1h 5mIntermediate2019-03-05
Authors
Karl Kapp
Scholar, Writer, and Expert on Games, Learning, and Technology
Course details
Learning and development (L&D) helps improve productivity, customer experience, and a business's bottom line. But many L&D professionals don't feel like they are part of their organization's success. To earn the support of executives and increase employee participation, you need to promote the value of training—positioning L&D as a competitive advantage and aligning with your organization's strategic goals. In this course, instructor Karl Kapp shows how to communicate the value of a strong L&D department, assess the maturity of your program, and align your learning goals with business strategy. Plus, learn how to measure the success of your L&D program against key learning metrics and business outcomes.
Learning objectives
Building competitive advantage through L&D
Meeting customer needs
Adopting new technologies
Rating your organization's L&D maturity level
Aligning learning goals and business goals
Monitoring L&D performance with analytics
Learning objectives
Building competitive advantage through L&D
Meeting customer needs
Adopting new technologies
Rating your organization's L&D maturity level
Aligning learning goals and business goals
Monitoring L&D performance with analytics
Skills covered
Learning and DevelopmentHuman ResourcesDeep Dive (X:Y)
Concepts
0. Introduction
- 01 - Leveraging training for organizational success
1. What Is a Competitive Advantage
- 02 - Learning-based competitive advantage
- 03 - A business case for organizational learning
- 04 - Build capability via organizational learning
2. Value of a High-Functional L&D Department
- 05 - Innovation and creativity
- 06 - Flexibility and adaptability
- 07 - Anticipating and meeting customer needs
- 08 - Adopting new strategies and technologies
- 09 - Loyalty and retention
3. Locating Your Organization on the L&D Maturity Model
- 10 - Level 1 - Reactionary one-off training
- 11 - Level 2 - Training curriculum and program
- 12 - Level 3 - Develop employees and improve performance
- 13 - Level 4 - Proactive capacity and capability development
4. Linking Learning Goals to Strategic Goals
- 14 - Knowledge requirements planning
- 15 - Learning requirements planning (Bill of Learning)
- 16 - Identifying and filling knowledge gaps
- 17 - Designing and evaluating knowledge requirements planning efforts
5. Measuring the Success of L&D Efforts
- 18 - Focus on business outcomes
- 19 - Choosing the right metrics
- 20 - Using analytics to monitor performance
Conclusion
- 21 - Next steps