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If the learning and development plan is in line with developing them for achieving their performance goals, it makes them interested. The challenges and gaps to achieve performance KPI must be discussed with the employee and Development goals for individuals should be set every year.
Trainings should follow a project to monitor their progress and success in these projects make them more involved. They will recognize the value of training and development, if it is helping them to achieve their goals and helping them grow professionally.
An employee should always ready to learn new things from his seniors. But some factors, include the following, help an employee to remaing open for learning all the time.
a- Professional environment
b- Extended cooperation all the time from his/her seniors
c- Motivational speech/comments specially at the time he/she made mistake
d- Words of Appreciation for his good job
e- Provision of training
f- Performance based increment
Excellent question Mohamed, thank you.
Make learning relevant, fun and rewarding.
Learning and progress must walk ‘hand in hand’. Agree with individual employees as part of the development and career growth plan to a learning schedule that allows progress for the individual and the company. Make sure that learning’s are not lost (if not used shortly after the course over80% of learning’s is lost within10 days). There is more to this like remove barriers to learning and so on.
There r.2 students eager2 get more & more;
timeless seeker4 knowledge & forever seeker4 wealth .
In fact, if you want the happiness in both life & The hereafter ... u. have2 learn sciences
Finally, the more u. know , the more success u. gain
Work with HR to develop career development plans
Set their learning progress to be one of their performance measurement
Work with HR to tie parts of the benefits system to learning
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