Learning is more than just another classroom training

Many organisations have difficulties designing an efficient learning plan for their employees. There often is an employee within the HR department who has the task of planning training courses for all employees, or who designs a learning plan for different profiles within the company based on their competences, or based on the competences they lack.

The problem? Within the current IT landscape, it is very hard to assess which skills the company still needs, and which training courses are needed. This is the case because there is a large range of directions to go into at the moment, and because more and more companies are working towards a specialization.

Even within big domains, there are subdivisions that are getting more and more refined, which means that you need more niche knowledge. Companies often feel overwhelmed by all the possibilities, and don’t succeed in creating a successful learning plan.

Traditionally, organisations rely on their own technical employees to determine which training courses are needed. These technical employees then need to assess which skills the team still misses, and they need to select and organise the right training to improve these skills. The problem is that these technical employees aren’t trained to develop learning trajectories, and they often have trouble selecting the right training that is in line with the organisation’s vision and objectives.

Let me show you how we tackle this problem at The Campus.

Organisations rely on their own technical employees to determine which training courses are needed. The problem is that these technical employees aren’t trained to develop learning trajectories, and they often have trouble selecting the right trainings that are in line with the organisation’s vision and objectives.


Sketching the current situation

To design a good learning plan, we need a few key components. First of all, we need a description of the current situation in your organisation. During the first few workshops, we assess which knowledge is already present in your organisation. Which things are your employees good at? Where do we see room for improvement? By asking these questions, we are setting organisational objectives. A direction. This way, we know exactly in which direction the organisation wants to go.

Naturally, a learning plan does not only revolve around the organisation. We work with people, and we want these people to be able to grow within the organisation. Therefore, we will also engage a conversation with each employee separately to discuss their starting situation and their personal goals. Only when we combine their personal goals with the organisational goals, we can start developing a good custom learning trajectory.

After this exercise, it is not only clear which trainings will create the most value for both the organisation as well as its employees, but we also discover a few important focus points.

Sometimes, an employee’s personal goals do not match the organisational goals. That’s when we have a first indication that there is a gap between employee and employer. When that happens, it’s important to provide your employees with enough context during the development of the learning plan, preferably by someone who is independent and has no connection with the organisation.

The benefits of a technical coach

Employees will not be eager to tell management that their vision and personal goals differ from the organisational goals. Hiring a personal coach can solve this problem: the coach maintains a neutral position and provides enough context, while talking to different stakeholders within company.

The coach will guide the employees during their learning journey. It is the coach’s task to recognize if there are any employees who are having difficulties. He motivates and inspires them by emphasizing their personal goals and explaining them how they can achieve their goals throughout the trajectory. This ensures employees will stay motivated and are able to complete the trajectory successfully.

Multiple components

A good learning trajectory should always consist out of multiple components. Extensive learning trajectories in which every employee is obligated to participate, are not always the most ideal solution. Taking the whole R&D team back to a classroom for a week can maybe be fun for a teambuilding, but is not very efficient for your employees’ growth.

A custom learning plan for each employee that allows them to meet people with similar talents and interests, has a much greater impact. For optimal self-development, your employees will need different forms of learning. Self-study or e-learning can help your employees to develop a basic skillset, after which they can follow an advanced or custom workshop or classroom training. A good learning trajectory should always consist out of multiple components in order to create more value for employees.



Learning is more than just another classroom training
NV Jstack, Arne Van Raepenbusch 18 July, 2019
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