The Role of Learning and Development in Employee Engagement

For the best return on your money, pour your purse into your head
-Benjamin Franklin-

Have you ever wondered why some employees stay with a company for a long time while others leave shortly after joining? Is it because they hired the wrong person? Or are employees challenged by the scope of work they were hired for, finding it surprising when they don’t know what to do?

Training programs motivate employees to take on new challenges and boost job satisfaction, creating a workplace where their efforts are valued. Well-designed training and development programs also play a key role in lowering turnover rates.

Many factors contribute to an employee's ability to climb the corporate ladder. In my opinion, if an individual is committed to learning and development, they can advance more quickly than through any other means. Learning offers numerous benefits, including financial rewards, promotions, becoming a go-to person for advice, gaining recognition, and establishing expertise in their field or multiple areas.

An organization's success depends on the efforts of its people too, whether they are entry-level or top-level staff. There's always room to learn and grow. Employees tend to be more engaged when they have opportunities for learning and development. Training and development have become key parts of Human Resource Management (HRM) to fully use people’s potential and meet business goals. (Researchgate, 2023)

When an organization prioritizes learning and development, it's easier to retain employees and strengthen its talent pool. This not only encourages employee loyalty but also brings diverse skills to the company. At the same time, employees grow both personally and professionally.

Figure 1 -  Corporate Learning: Companies Investing In Their Future

Companies with a strong learning culture have double the employee retention rates. Employees tend to stay longer in organizations that invest in their growth. With 90% of businesses worried about retaining talent, offering learning opportunities is the top strategy to keep employees engaged and committed.

Creating an effective Learning and Development (L&D) strategy can be comprised of the below.  (Contuinu, 2024)

1. Establish a flexible L&D framework.
2. Identify key organizational priorities.
3. Align with the overall business strategy.
4. Implement a customized approach to learning.
5. Enhance employee recruitment and retention efforts.
6. Evaluate internal stakeholders' needs.
7. Allocate adequate resources and budget.

Despite having preferred learning systems, employees still report common frustrations with employer-provided training. According to SHRM One-third say they struggle to stay motivated, and one-quarter admit they quickly forget what they've learned after completing the training. Other complaints include not having enough time to finish the training at work (25%), training that isn't relevant to their role (24%), and outdated content (21%). These issues contribute to employee dissatisfaction with workplace training programs. (SHRM, 2022)

However, creating engaging learning experiences is not an easy task. Organizations need to understand how to design learning initiatives that align with their culture and people. It's crucial to foster an environment where effective learning is prioritized to keep pace with current trends, retain employees, and remain an attractive business in the corporate world.

Companies, particularly the Human Resources department or personnel, should understand how to leverage the key principles of instructional design to enhance their own learning and effectively engage employees. (Dirksen, 2012)

Training and development help employees gain confidence by taking on challenges, which leads to a sense of accomplishment and job satisfaction. Continuous learning also aligns with the company’s goals, making employees happier when they see clear opportunities for growth within the company. (Sessa & London, 2015)

When companies offer training, employees feel valued, which keeps them more committed. Since learning often involves teamwork, it also helps build strong, long-term relationships at work. Training makes employees more innovative and adaptable, helping them face changes better instead of resisting them.

In Conclusion, companies with strong learning and development programs attract top talent and gain a competitive edge. Personally, I prefer companies that have a dedicated department for learning and development because it shows they care about growing their employees’ skills. People working in such companies gain both professionally and personally as they move forward in their careers.

REFERENCES

Continu, 2024. www.continu.com. [Online] Available at: https://www.continu.com/blog/learning-and-development-strategy [Accessed 15 Oct 2024].

Dirksen, J., 2012. Design for how People Learn. s.l.:New Riders.

Researchgate, 2023. researchgate.net. [Online] Available at: https://www.researchgate.net/publication/373775939_Employee_Training_and_Development_Enhancing_Employee_Performance_-A_Study
[Accessed 15 Oct 2024].

Sessa, V. I. & London, M., 2015. Continuous Learning in Organizations. s.l.:Taylor & Francis.

SHRM, 2022. www.shrm.org. [Online] Available at: https://www.shrm.org/content/dam/en/shrm/research/2022-Workplace-Learning-and-Development-Trends-Report.pdf
[Accessed 15 Oct 2024].

Youtube, 2012. TEDxEvanston - Jane Dowd - Corporate Learning: Companies Investing In Their Future. s.l.:s.n.