MEHR’s – HR Essentials Series 2

MEHR’s – HR Essentials Series 2

Short:

Top 5 L&D Trends for 2017 ; Insights from Interview with C- Suit Leaders :

  • Competitive advantage: Sheetz provides customers with a myriad of food items.
  • Business strategy: Training Industry CEO Doug Harwood – “learning leaders today must think from a business perspective.”
  • Content strategy:  At IBM, there are more than 20 domains developing content.
  • Analytics: At Pitney-Bowes, Janet Lockhart-Jones measures changes in behavior and proficiency.
  • Branding:  At Sheetz, training supports new food products matches the marketing.

Prepared and edited by MEHR Research team using sources from Training Industry.         

Long:

Top 5 L&D Trends for 2017 ; Insights from Interview with C- Suit Leaders :

  • Making learning a competitive advantage : Many L&D leaders want to give their organizations a competitive advantage to win customers and attract talent. At the retail convenience store, Sheetz, Sherry Hancock prepares store employees to provide customers with a myriad of food items that are essential to the store’s competitive position.
  • Business strategy alignment: In the past, learning and development was structured more like an academic endeavor. Training Industry CEO Doug Harwood – “learning leaders today must think from a business perspective.  C-Suite executives are much more focused on the value of learning.” At Aflac, Deidre Williams develops training programs that align with their business strategy to “transform how Aflac’s salesforce engages with customers.”  
  • Content strategy:  Organizations today develop massive amounts of content on an ongoing basis. At IBM, there are more than 20 domains developing content including technical support, sales, marketing and training. The goal is to “write once and deliver many” making content development more efficient and consistent.
  • The value of analytics:  Today’s L&D organizations need to capture and analyze data to demonstrate ROI. Beyond tracking course utilization, executives want to see correlations between training and improved performance. At Pitney-Bowes, Janet Lockhart-Jones measures changes in behavior and proficiency at defined intervals after training. To accomplish this, they have a team within the L&D function dedicated to analytics.
  • Training that reflects the brand:  Whether an employee or an external stakeholder, their learning experience forms an impression of the organization behind it. At Sheetz, training that supports new food products matches the marketing to create a cohesive brand experience for the store customer.

 

Prepared and edited by MEHR Research team using sources from Training Industry.

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