This is how to make digital work for L&D to equip retail workers with all they need, as they need it, in a way that shapes how they think and act on-the-job.
It’s a well trodden path… A new L&D function is born – or a new custodian arrives into an existing function – and a review is undertaken of ‘what learning is required’. Induction is developed. […]
Don’t buy an LMS thinking it will be ‘the answer’. Workers don’t need it and they don’t need content. They need help with their work and career-related goals.
The point of L&D is to affect performance, from technical and core skills, transitions and change. But somewhere along the line we got stuck running courses.
L&D are often too busy delivering training to dedicate time to developing digital solutions. As a result, they neglect the opportunity for greater impact.
Blended learning no longer means supplementing formal learning with additional materials. The whole thing has been flipped but how should L&D respond?
It’s not about us. It’s about them but we need to be more creative and practical in how fix company induction to support new starters to perform.