In an increasingly competitive hiring market, a major challenge facing all businesses is attracting and retaining the best talent. Even after employees join an organization, retaining them long enough to significantly contribute to their career development can be challenging, even for the best companies.
To reduce employee turnover and retain top talent, it’s vital for businesses to build their culture and instill a strong employee identity. A significant part of this process is offering meaningful development opportunities to show your commitment to your employees’ development. One way of doing this is to provide relevant training, empowering your employees to enhance their skills, stay ahead of technological developments, and achieve their career goals.
Through the implementation of these programs, you can build a strong culture of learning, innovation, and experimentation. This strongly boosts your employee value proposition (EVP), helping your employees to feel they are getting something back from their employer, and helping them feel valued, thanks to their employer’s commitment to their ongoing upskilling.
There are five steps to consider when introducing eLearning programs that will actively support your employees. By considering each of these steps, you can ensure that your employees will have access to targeted learning opportunities, career guidance, and support to upskill and advance in their careers.
Step 1: Assessing individual development needs for optimal upskilling
For any training program to bring true value to its participants, it must be tightly personalized. This will ensure its relevance and secure the participant’s interest and active engagement. To meet this requirement, the first, vital step is to conduct individual assessments to identify your employees’ skill gaps and development needs.
Through the use of assessment tools, performance reviews, and feedback from managers and peers, you can build a map of where each member of your team currently stands. At Skill Dynamics, our industry-leading review module contains a skills gap assessment that quickly evaluates your team’s knowledge and skills through online testing or self-appraisal questionnaires. Based on the results of these assessments, your learners will receive a completely personalized learning journey perfectly aligned with their review results, role, and the overall needs of your organization.
This step is crucial to help tailor your business’ eLearning program to address your team’s specific skill requirements and career aspirations.
Step 2: Define career paths and goals
To implement a truly effective eLearning program within your business, it’s important to work closely with your HR departments or Learning and Development teams and team leads to define clear career paths within the organization. This roadmap will foster a stronger understanding of progression within your organization, allowing employees to gauge their progression in measurable terms and helping them to feel valued.
This also enables you to identify growth opportunities within your organization and create future roles aligned with your employees’ skills and career aspirations. Additionally, by speaking to employees about their individual career goals, you can help to ensure their alignment with the business’ wider objectives by building role-based training programs for them, ensuring any training they undertake is adapted to their current position as well as their professional development.
Step 3: Curating learning resources
Once you know what your training program needs to accomplish, it’s time to begin finding the relevant learning resources that will allow you to bridge the skill gaps in your organization. An important step in doing this is to develop a catalog of high-quality internal and external training programs, workshops, online courses, and resources.
When building this library, it’s important not to be limited by certain formats or your expectations of what a training program should look like. To see true value from a training program, you have to consider the different ways your employees will prefer to learn, and how the format of their training will affect this. By including a number of different formats – such as e-learning modules, webinars, mentorship programs, and cross-functional job rotations – you can ensure all learning styles are accounted for in your organization’s training program.
Step 4: Providing development opportunities
Your eLearning programs need to provide learners with tangible outcomes from their training. One way to do this is to implement a mix of formal and informal development opportunities.
An alternative is to offer targeted training programs, designed to help your employees improve specific skills they want to target. These targeted programs can help them learn skills beyond those they would learn as part of their day-to-day work, such as technical development, soft skills, or leadership training, helping to give them a T-shaped learning experience that will give them the skills they need to excel in a range of positions. They can also take the form of involvement in special projects – an opportunity that will give your employees the chance to gain practical experience – or mentorship relationships designed to support career development.
Professional development is a crucial part of building a strong employee culture and can also help with attracting new hires to your organization as it helps to boost the total reward new employees are offered. After all, the ability to work with training partners who provide personalized training plans that significantly accelerate employees’ progress can play a major role in determining if a prospective hire chooses to join your organization or not.
Step 5: Monitoring progress and evaluating effectiveness
The final stage in implementing an eLearning program that will actively support your employees is to establish the necessary mechanisms to track their progress.
A crucial aspect of this is conducting regular check-ins, progress reviews, and post-training evaluations. This ongoing feedback loop will allow you to measure the effectiveness of your training program, and update it as needed.
This will also allow you to celebrate and recognize your employees’ growth and achievements, which helps to demonstrate the importance of these within your business.
Key takeaways for enhancing your EVP with upskilling
The vast majority of young people entering the workforce now are searching for an employer with a strong culture where they can feel appreciated for their contribution. Part of this is that employers need to be able to provide a strong EVP to attract the best talent, and need to explore an effective upskilling and career development program as a piece of this. This is a highly effective way to demonstrate your business’s commitment to employee growth, and fostering engagement within your team.
If you would like to see exactly how an eLearning program can support your team, our skills gap assessment can give you a taste of how Skill Dynamics can help you.