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Piers Lea

Chief Strategy Officer

PeopleFluent, Learning

Technologies Group

Linking learning and

performance management

It's the year 2030. The City of Boston is

celebrating its 400th anniversary. Mickey

Mouse is turning 100. The youngest Baby

Boomers hit retirement age four years ago,

though many are still working. The oldest

millennials have arrived at middle age. Gen Z

is in its early 30s.

Decades of declining birth rates have resulted

in a global talent shortage of more than 85

million people. And artificial intelligence,

automation and digitisation are fastapproaching the norm throughout the

workplace.

As a result (if experts at McKinsey are right),

some 375 million employees are doing work

that is markedly different from that of just 10

years ago. And if predictions made by the

Institute for the Future come to fruition, 85% of

jobs didn't even exist back then.

Now, rewind to 'back then' because back

then is today.

Clearly, companies today face a monumental

task to prepare workers for all this change-a

task that will fall jointly to HR and L&D leaders.

Because these functions jointly own the

strategies it will take to build the 2030

workforce. If you're feeling a bit woozy, it

could be the time travel, or you may be

understandably intimidated by what seems a

mammoth undertaking.

The learning/performance connection

The good news is that leaders are well aware

of both the problem and, in a broad sense,

the solution. They've read the stats and

embrace the need to identify and hire strong

learners and train up their workforce. Notably,

McKinsey found that 82% of executives at

companies with annual revenues exceeding

$100 million see reskilling as critical to

business success in the next 5 years.

The question: How?

How can companies ensure that investments

in skills training will result in business

success? How can they determine what

training is needed, by which employees and

when, for growth into what roles? And how

can they drive and track it all?

The answer: Through performance

management.

Learning and performance management

have always been linked-through goal

setting, competencies, and development

plans. And through training delivered and

tracked within a modern LMS.

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