Learning and Development
A key tool in retaining staff is to put in place effective learning and development policies. For most people, learning new or better ways of doing things or adding to their knowledge base is motivating.
It will also increase their performance, efficiency and effectiveness in the workplace if it is the right sort of learning and development.
A common misconception is to think of learning and development as training - normally at expense of time and money and possibly not of much use in the longer term. But formal training courses are only one instrument in a variety that can increase employees' competencies.Possibilities include
- work shadowing other colleagues;
- spending time with other organisations or businesses;
- secondments;
- guided reading;
- attendance at conferences or seminars;
- mentoring;
- coaching.
These can all be included in a policy framework.
It is also important to have an effective appraisal policy and procedure in place (see separate section).
A starting point in any learning and development policy is a learning needs analysis. A simple framework follows.
Identifying your own learning needs
Try answering the following questions to help you to identify your learning needs:
- What are your strengths, in terms of your skills and knowledge, that you would like to build on?
- What are you weak points in terms of your skills or knowledge?
- What topics or issues do you feel you need to know about at work?
- What skills, knowledge or experience would make you feel more confident in your current job role?
- What skills, knowledge or experience would you like to gain to enable you to develop your career or job role?
You can use your answers as part of your appraisal to help identify your learning needs and agree your personal development plan with your line manager.
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