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5 ways to maximise the impact of L&D programmes in 2021

Jul 13, 2021

Employee training and development programmes are crucial to the success of businesses across the world. Since they offer opportunities to the workforce to improve their skills and productivity, organisations invest substantially in these L&D programmes. However, it is not enough to earmark budgets for the programmes without assessing their impact on the overall business. To ensure that a training programme resonates well with learners and has a strong ROI, it’s necessary to be able to maximise its effectiveness. As per the Deloitte and National HRD Network (NHRDN) report titled Future of learning in the wake of COVID-19, companies are coming around to recognising the importance of impactful learning programmes, with nearly 50 per cent of the surveyed organisations admitting to prioritising the crafting of their learning strategy in line with their business strategy, without losing sight of the employee experience. Here are five ways that will help you maximise the business impact of your L&D programmes in 2021 and beyond: 1. Create a strong base by focusing on L&D and business metrics While conducting an analysis of the learning programmes, L&D teams need to focus on their learning objectives and the strategy that will help achieve them. Through the process, it is also important to address the larger question of whether your overall business goals have been achieved or not. A combination of L&D metrics and business metrics can help ascertain whether any business was gained from the programme. If there wasn’t any, then you may have to find out more details on the issue. You will also have to focus on picking the right evaluation model that will help you measure the impact of the programmes. 2. Pick the right evaluation model Determining what kind of evaluation model works for you is a key element. Choosing the right model will make it easier to understand what you will be measuring, how you will be measuring it, and how you will evaluate the outcomes. Evaluation is also largely connected to the type of training you are trying to measure. For instance, compliance training needs to be looked at from the point of view of reducing errors that cost the company money and PR. On the other hand, a soft skills training programme needs to be evaluated on the basis of changes in behaviour, overall productivity, and success of individual employees. 3. Engage learners before kickstarting training In order to ensure that employees are on board to invest their time in the training programmes that L&D teams deploy, they first need to be motivated and engaged. It is only when employees can set aside time for their professional development can they be more open to it. They will also be able to learn better if they are engaged. One way to acquire their buy-in for the training programmes is to send videos with information (possibly by someone from senior management) on why the training programmes are important. Employees can also be encouraged to ask questions so that they are ready to embark on the learning process. Plethora offers flexible plans that provide the best of learning across all domains to ensure your employees are trained on the core skills your business needs to succeed 4. Conduct a periodic check and showcase value-add to business Once learners have completed the training programme, you can use the chosen evaluation model to check the impact on the business. The next step is to showcase the value it has brought to the business. Afterall, the ultimate goal of the training is to help employees as well as the company to grow. Therefore, it’s a good idea to keep a tab on the metrics. However, it’s important to understand that new programmes may take time to develop and get etched in the fabric of the company. You can check the impact occasionally instead of all the time, giving the training programme some time to set in. 5. Maximise business Impact When the training programmes start rendering impact, that’s the time to continue and try to maximise that impact. In addition to formal training, learners also need some more resources to help them buttress that learning. Adding ready-to-use, curated content is one of the best ways to enhance the impact of learning programmes. Content curation enables L&D to offer learners access to rich learning content which they can consume through self-paced learning as per their immediate goals and needs. Ready-to-use courses also offer a variety of tools to enhance engagement, such as social learning, videos, gamification and so on. They are easier for learners to consume in the flow of work. Take Away As an L&D professional, it is up to you to ensure that the impact of the training solution you are leveraging is maximised by evaluating it periodically. This will be the key to helping your organisation save time and money, even while increasing ROI and getting management buy-in. The author, Amit Gautam is the Founder & CEO of UpsideLMS and Plethora. He is a learning technology enthusiast and a passionate leader. An IIM and NIT alumnus, Gautam is the key idea generator for UpsideLMS & Plethora’s product teams, a Sales and Marketing orchestrator, a learning technology solutions consultant for clients and prospects, and a mentor for all the function heads at his company. Value our content… contribute towards our growth. Even a small contribution a month would be of great help for us. Since five years, we have been serving the industry through daily news and stories. Our content is free for all and we plan to keep it that way. Support HRKatha. Pay Here (All it takes is a minute) PlatoAi. Web3 Reimagined. Data Intelligence Amplified. GlobalLogic, an American software engineering services firm, has launched an alumni comeback programme for India, which is called the ‘GLhomecoming’ initiative. Under this initiative launched just a week back, the Company is inviting all its former employees to re-join. The brainchild of the Indian talent acquisition and HR team, the initiative has kick started only in India as of now, but the firm has plans to release it globally. “Taking this initiative to the global level is on the cards,” confirms Rajesh Rai, VP – people & India head -HR, GlobalLogic, to HRKatha. The Company is inviting applications by reaching out to its alumni database through e-mails and social media. It is open to hiring its alumni in all kinds of roles, but is especially keen to hire people in the area of digital transformation. The firm is also open to hiring people through this programme at all levels. “Every company wants to have a stronger talent pool and we have identified our alumni group as a great source of high-quality talent. In fact, in the past also we have received several requests and mails from our former employees expressing their desire to join us back. This is also one of the reasons to launch such an initiative.” Rajesh Rai, VP – people & India head -HR, GlobalLogic “We are immensely honoured and admire our alumni’s contributions to this spectacular journey of GlobalLogic, and helping make us what we are today. Now, as we plan the next phase of our growth, we certainly would want our former employees to come back to the GL Family and inspire us through their commendable contributions. That’s why, our alumni comeback programme is called GLHomecoming and we are thrilled to truly welcome them back,” shares Rai. Though the Company has not revealed how many people it plans to hire through this programme, it is willing to accommodate as many as it can. “We are in a massive growth phase, and would love to welcome back as many of our alumni to rejoin us,” says Rai. The Company is sure that the existing employees will be inspired by the alumni of the Company. “The remarkable contributions made by our alumni have enabled GlobalLogic to reach greater heights. Our exceptional journey from a Silicon Valley startup to becoming a part of an 80-billion-dollar enterprise is all thanks to our employees and our alumni who have been a significant part of it. Through this programme, we want our alumni to re-join us and inspire our existing employees with their exceptional experiences and transform their own as well as the Company’s growth journey,” mentions Rai. The advantage of calling back alumni is that they will not take time to settle down as they are aware of the culture and understand how things work. “Hiring our ex-employees is a great initiative both for the GL ecosystem and our Talent Acquisition Group (TAG) team. These former employees already know the GL atmosphere and will fit in seamlessly without losing much time in reaching their full productivity. It will be much easier for them to assimilate into our upcoming digital transformation and take advantage of unlimited growth opportunities in their new roles,” explains Rai. According to him, every company looks for a talent pool from which they can hire some of the best talent. GlobalLogic has made this smart move to tap into their alumni group. “Every company wants to have a stronger talent pool and we have identified our alumni group as a great source of high-quality talent. In fact, in the past also we have received several requests and mails from our former employees expressing their desire to join us back. This is also one of the reasons to launch such an initiative,” asserts Rai. Yes, it is a great gesture from the firm to welcome back its former employees. But will they get special treatment during the hiring process? Will this not lead to bias in the process? Rai clarifies that no special or VIP treatment will be given to the alumni of the Company while hiring. They will go through the same selection process as any other candidate. “The fitment factor will be evaluated during the hiring process. As a company, we are very particular that there should be no bias in the hiring process. It will remain fair and equal for all,” affirms Rai. Value our content… contribute towards our growth. Even a small contribution a month would be of great help for us. Since five years, we have been serving the industry through daily news and stories. Our content is free for all and we plan to keep it that way. Support HRKatha. Pay Here (All it takes is a minute) PlatoAi. Web3 Reimagined. Data Intelligence Amplified. Birla Brainiacs is endeavouring to raise funds to the tune of $5 -10 million and is in talks with investors for the same. Founded by Nirvaan Birla, the Mumbai-based e-learning startup was launched in April 2020. It is now planning to hire 1500 teachers by 2023. Of these, at least a 1000 will be for the tuition segment alone, while about 100 to 200 will be for other courses. The platform is not restricted to school curriculum alone, but offers courses on vedic math, mental ability, software coding, as well as competitive exam preparations (IIT/medical). Another edtech startup founded last year, Teachmint, based in Bengaluru, has made headlines because of the capital it has managed to raise. It raised US$ 20 million last week in a Pre-Series B round, which was led by San Francisco-based investor, Learn Capital. Other investors included CM Ventures. Earlier, Teachmint had raised US$ 16.5 million in a Series A round a couple of months ago. The fresh funds will be used to expand into other live teaching categories and geographies by aiming to help teachers in other countries. The startup, whose valuation has gone up three fold in the last few months, is working on expanding its team and is on the lookout for talent. Teachmint is a mobile-first, video-first technology infrastructure meant to help teachers take their online classes, interact with the students, and also take attendance, collect fees, and give assignments. Value our content… contribute towards our growth. Even a small contribution a month would be of great help for us. Since five years, we have been serving the industry through daily news and stories. Our content is free for all and we plan to keep it that way. Support HRKatha. Pay Here (All it takes is a minute) PlatoAi. Web3 Reimagined. Data Intelligence Amplified. Playtoome, the Indian online live entertainment platform, is on a hiring spree as part of its workforce expansion plan. It is looking for professionals for various departments, including sales, marketing, finance and accounts. It is on the lookout for artist coordinators, content planners, content creators, copywriters, web developers, assistant directors, graphic designers, video editors, animators, illustrators and brand reputation executives. Over the next six months, the brand also plans to recruit talented professionals across Delhi, Kolkata and Bangalore. Playtoome offers an avenue for hidden performing artistes to reach their target audience through the platform and monetise their acts. Since its launch, the startup has provided over 8000 artistes with opportunities and achieved a viewership of 100K. The platform has been offering quality live entertainment to people who are unable to witness live traditional performances with the growing dominance of fusion and western music. Keerthivasan Subramanian, founder & CEO, Playtoone reveals, “Exploring the horizons, we realised that there has always been a space for such a platform, and we received tremendous response. We distributed over Rs 20 lakh among the artistes that performed on the platform, and the brand’s revenue too grew 10 times last fiscal year. YOY. Now with the climbing numbers we have decided to expand the team and continue our journey with new energy.” The platform is also looking at scouting musicians and exploring content partnership with upcoming talent under its vertical Playtoome Originals. It is looking to feature 100 songs under Playtoome Original by the year end. Established in 2016 in Bengaluru / Singapore, Playtoome, is a live entertainment platform, connecting artistes with their fans irrespective of boundaries. There aren’t many live performances entertainment option for tier 2 and tier 3 cities. Value our content… contribute towards our growth. Even a small contribution a month would be of great help for us. Since five years, we have been serving the industry through daily news and stories. Our content is free for all and we plan to keep it that way. Support HRKatha. Pay Here (All it takes is a minute) PlatoAi. Web3 Reimagined. Data Intelligence Amplified.

Rajesh Rai Investments

1 Investments

Rajesh Rai has made 1 investments. Their latest investment was in BHIVE Workspace as part of their Angel on February 2, 2016.

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Rajesh Rai Investments Activity

investments chart

Date

Round

Company

Amount

New?

Co-Investors

Sources

2/5/2016

Angel

BHIVE Workspace

Yes

2

Date

2/5/2016

Round

Angel

Company

BHIVE Workspace

Amount

New?

Yes

Co-Investors

Sources

2

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