Learning and development, as a function, generally drifts around the perimeter of core HR functions. Why? Because of the potential of L&D to generate solid RoI. When an org designs and implements a suitable, strong and adaptable learning setup, it will impact the overall health and growth of the org.
Learning administration is an inclusive term for all the transactional and administrative activities which are performed in the pre-learning, learning execution and post-learning phases.
The truth of the matter is learning execution takes up a lion’s share of the constructive time of an L&D professional; time which could otherwise be used for deeper analysis and understanding of the industry, benchmarking competition and driving organizational goals more effectively.
Collated below are some pain points hindering your execution of an otherwise effective L&D strategy and how best to eliminate them
Issue 1: The “Woes” from Globalization
Imagine having to schedule a training session across multiple time zones and multiple cultures. Add to that, local influences that dictate adjustments to the training materials. Certain styles of delivery are preferred over others depending on the cultural flavour; for example instructor led courses over self-learning in high power distance cultures. In such cases, the L&D function gets fragmented and eventually begins functioning as independent entities – which brings us to the next issue.
A single point, technology driven solution, steered by learning administration experts will ensure seamless scheduling, enhanced logistics and intelligently manage learning resources.
Inconsistent learning delivery In most cases, the L&D heads have to try doubly hard to keep their diverse teams together. But, when so many independent groups function out of geographically disparate locations, the consistency of learning delivery is moot.
Centralized learning execution can result in a process driven and SLA based delivery. This approach ensures consistency across all locations and delivers a heightened learning experience.
Data, data and more data Analysing the learning needs, can be a manpower intensive and mundane task. It is the back-end work before the actual strategic decision making that drives learning professionals up the wall. Right from conducting surveys, administering questionnaires, collating data, creating training needs databases, it is an administrative nightmare. Get this bit wrong and the entire annual L&D budget amounts to just hours of training not meeting the organizational objectives.
Large chunk of the administrative task like conducting survey, collating and categorizing feedback information, creating and maintaining database, etc. can be outsourced. This will free the L&D professional time to focus on the generating intelligent reports that will help decide on the learning needs.
Technological hassles Like in most other spheres of corporate culture, technology is making its presence felt in a big way in L&D as well. A Learning Management System (LMS) forms the backbone of the entire operations these days. An organization may choose any LMS available in the market based on their requirements. But, technology needs maintenance and that’s where trouble arises. Configuring, maintaining, updating and data migration are required at frequent intervals. Organizations need technology specialists to assist with these tasks. These can result in major overheads.
A specialized team of technology experts, trained to work on the LMS of choice will assist in maintaining integrity of learning delivery at all times.
Outsourcing these activities to agencies like Neeyamo, which specialize in handling the managerial tasks can reap tremendous benefits. We can provide a single point of contact for consistent administrative activities – location and time zone independent. With a technology agnostic functional team we can cater to all the learning system requirements and ensure seamless delivery.
If you believe we could help you ease out your learning execution pains, please write to email@example.com