The function of Learning and Development is no longer confined to only training. It forms the catalyst for change management and is essential to ensure quick responses to major changes to the existing business environment, believes Madhu Srivastava, Group CHRO, Vedanta Ltd.
Understand the Humble Inquiry approach to coaching and revisit the GROW model of coaching, in the virtual context, with Judy Rees and DN Prasad, in Program 4 of People Matters BeNext Working-from-home Certification.
Talking about learning as a product at People Matters L&D Conference 2020, Papiya Banerjee, CLO and HR Head Market Operations, Airtel highlighted the three big questions to address from a learner’s perspective on skilling, the focus areas for L&D leaders as they rebuild learning infrastructure and why role modeling is critical to inspire a culture of learning.
Organizations that are investing or will invest in digital learning interventions with innovative learning tools for upskilling, reskilling, cross-functional skilling, and continuous learning of its employees, are the ones who will be able to retain their top talent and create future-ready leaders.
L&D professionals understand that traditional methods of training delivery are no longer sustainable, and some methodologies have even become obsolete. The pandemic has not only accelerated but shifted the process completely, feels Ranjeet Singh Walia, Director – Human Resources, Eli Lilly India.
To truly enable learning and development in an organization, three things are required, according to Nellie Wartoft, CEO of Tigerhall: A well-designed program, a positive attitude by top leadership, and HR's ability to present it in business terms.
India is currently in the bottom ten countries when it comes to women’s participation in the labour force. Is it enough, then to simply recruit a certain mandated number of women, with no changes in hiring policies and no deeper understanding of merit-based recognition and promotion?