When do learning and development activities need to be carried out?
Ideally, learning and development should be seen as a continuous activity which is fundamental to achieving continual improvement of individuals and organisations. On a practical level however, the need to train and develop employees is usually triggered by one of the following scenarios:
Employees are new to the organisation and require induction and socialisation. This is sometimes referred to as the “on-boarding process” whereby new recruits become familiar with the organisations cultural norms, expectations, rules and procedures.
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- Employees changing job roles (e.g. promotions, transfers or secondments) which require different skills, knowledge and abilities to carry out the new job related tasks.
- A change in organisational strategy which dictates the need for new training and development initiatives to align staff skills, knowledge and experience with business goals.
- As a result of changes to the workforce makeup such as changing demographics and workforce composition and recruitment initiatives which may have long term effects on learning and development needs.
- As a result of new technology or changes in how work is organised to achieve results more efficiently.