Want to be a better HR leader? three things you need to know
Today’s workforce is forcing corporate Learning and Development strategies to radically change. Conventional Learning and Development practices are just not enough for employee growth anymore.

Only a decade ago, companies used to build virtual universities and online course catalogues, usually according to their professional needs. Today, learning functions as a highly strategic business area that focuses on innovation and leadership development by delivering a more holistic learning experience, promoting lifetime learning for longer careers, and bringing customized learning programs to each employee.
For business and HR leaders, the new concepts are a wake-up call to get on board or risk failing in hiring, employee engagement, employee retention, and productivity.
Learning and Development in the organization
The digital revolution has created many learning and development options for employees within the organization. A decade ago, employees who needed to learn something new usually asked their boss, mentor, or colleagues for guidance. Today they use the internet, on-demand learning platforms, or the organization’s LMS.
According to a 2014 Docebo report, direct training expenditures per employee in 2010 (in the US market) were, for companies with:
- Fewer than 500 employees: $1,605
- 500 to 9,999 employees: $1,102
- More than 10,000 employees: $825
In a 2017 survey performed by LoroTalk among employees from three industries: Financial, Medical Devices and Computer Software, 79% responded that they do most of their learning on a smartphone or tablet.
Frictions
According to a survey performed by PwC that included 4,271 participants from 44 different countries, 53% of all respondents stated that the benefit they will value more over the next five years other than salary is learning and development. 62% of the respondents mentioned e-Learning as an important aspect of personal development.
The approaching era of millennial workers suggests the importance of learning and development within organizations, but there are still some obstacles stopping the employees from getting the best opportunity to develop their skills.
According to a LoroTalk survey, the number one obstacle to learning and development within organizations is “Not enough time,” followed by “Not enough employer’s support,” and “LMS is not engaging enough”.
What’s in it for you?
Many things have been said about the relationship between the investment in learning and development and employee satisfaction, retention and quality. Recently, some studies have shown a link between the investment and a net-financial benefit for the organization.
One such study is a 2013 report written by Pearson that researched the monetary benefits of Business English learning within global organizations from 20 different countries, stemming from the improvement of an employee’s ability to communicate and perform operational processes in English. The research found that the ROI of Business English learning within a global organization is 94.7%.
A simple calculation according to this study shows that a company with 1,000 employees that then invests $1,000 per employee annual English training saves $947,000 each year.
So… what will you do with the savings?
The writer is an entrepreneur and a cofounder at LoroTalk.com

