5 Qualities of a Great L&D Program


5 Qualities of a Great L&D Program

L&D programs are transforming the way organizations work. Conventional L&D programs often fail to provide the desired results as L&D training courses are designed to cater to learners with different needs and requirements.

Apart from a number of prominent features, there is not a single solution for catering to the training needs of your employees. Therefore, business organizations need to create such L&D training programs for their employees that are unique and customized and can help their employees to increase their learning ability, especially in the areas where they need to improve.

Following are five major characteristics that are crucial for designing an effective L&D training program:

1. Inclusive of individual needs of employees

While developing training programs for their employees, it is extremely important for business organizations to keep in mind the individual needs of each and every employee. It is extremely important for business organizations to hire such an L&D program manager who can understand the individual learning needs of every employee along with the end goal of your organization. He needs to find those employees that require training and identify the areas where they need to work on the most.

Therefore, he needs to be skilled enough to develop such training programs that can provide them opportunities to develop those skills that can help them to maximize their performance.

2. Relevant and up to date

Developing a training program that includes current IT training content is crucial for the success of an effective training program. If your employees learn those skills that are relevant to the industry standards, then your employees can be confident and motivated enough to accomplish their daily tasks more effectively.

Today, it is very hard to keep your employees motivated and engaged at work. Therefore, the training content needs to be such that can help employees with their day to day tasks and operations.

3. Uniqueness and innovation

An L&D program also needs to be innovative in nature in order to be successful. A certain level of creativity is required if the training program is to leave a long-lasting impact. L&D staff can be innovative with executing a program by having a unique theme.

An L&D program may also stand out if some ingenuity is used by adding competitions and contests to make it more engaging for employees. Furthermore, it would not be a bad idea to come up with a logo that symbolizes the brand of your training program. This will help people associate with it and remember it as well.

4. Provision of engaging activities

Business corporations tend to invest a lot of time and money on their staff's L&D training each year. However, it is equally important for businesses to make sure that all staff members are using all the new skills and concepts in their day to day tasks and duties. Therefore, it is crucial for businesses to ensure that the gained knowledge and skills are utilized while performing regular duties. 

Business organizations can also arrange special activities that support fundamental skills or technical concepts. They also need to encourage their employees to attend seminars and conferences to make sure that they can use that knowledge and information effectively to fulfill their job responsibilities effectively.

5. Flexibility and collaboration

An effective L&D training program needs to be flexible and should provide opportunities for collaboration with other team members. An effective training program should include different types of skills and techniques and should not focus on a specific area of expertise. This helps to improve the overall learning experience for the participants.

Another important feature of an effective training program is its flexibility and mobility. An effective training program should be easily accessible to employees at all times, especially for those who work remotely and need to constantly access data.  

About The Author
Sana Sardar
Senior Manager, People & Culture at QuickStart

Sana Sardar

She is a result-driven and proactive HR professional with a diverse experience of 8+ years for working within the intricacies of People Management, optimizing HR operations and strategies to other business projects. An analytical problem-solver, with an EQ to coach, mentor, negotiate and resolve conflicts at any given time for her people, has been a part of QuickStart for more than 2 years.

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