In today’s business ecosystem, employers should ensure that their learning and development (L&D) strategy is aligned with the mission of the organization. Although L&D has earned a seat at the corporate strategic planning table, organizations should have a clear vision of L&D function and how it will support the business. L&D is an important strategic function that focuses on company’s near-term results, as well as their long-term direction. Organizations should emphasize on fabricating the desired culture, fostering new ways of thinking and learning practices and driving strategic opportunities to meet company goals.
Talking about L&D as a strategic lever for the business, People Matters organized a tweetchat which witnessed a potpourri of thoughts and ideas from an amalgamation of many venerable adepts from the HR world. Take a look at the tweets below to get an idea of the enriching session.
Q1. In today's scenario what does the business demand from the learning function?
Q2. What is that one challenge that you are trying to solve in the learning function?
Q3. What are favorable L&D tactics for successful business buy-in?
Q4. How can we ensure sustainability of an initiative in a scalable/ dynamic/ VUCA organization?
Q5. What are the favorable learning styles that are always successful in ever changing L&D outlook?
The tweetchat ended with an invigorating discussion by all the speakers.