I'm Pasha, and I'm in charge of making sure that the employees in my company have the tools they need to embark on their personal learning journeys. My company worked with HRSG to accomplish our learning objectives by implementing a competency-based approach.
Developing Our Employees
Working on learning plans always involves thinking about how talent management will play a role in the conversation, because talent and learning are often related. When we were building our programs we really focused on how people could be provided with an advancement path through Unlocking career development with competencies.
We also spent time thinking of the role that talent mobility would play in our learning strategy. We read up on Why talent mobility is important for the workforce and The underrated importance of soft skills to get a better understanding of what we needed to consider moving forward.
Improving Our Learning Practices
One of our major considerations was how we could improve our learning practices alongside the implementation of the competencies. We identified a few critical areas for us to improve on, including how to give better feedback (How to give feedback in the workplace), How to test employees (Best practices for testing to measure employees) and Identifying Leadership Potential (Do you have leadership potential)
Aligning Our Employees with our Culture
Finally, our biggest challenge came from aligning our employees and company culture in our organization. At the time we were fortunate enough to be able to tune into Competency Corner Live and get our questions answered by Dr. Bremner. A synopsis of that conversation can be found here: A Q&A with Dr. Nicholas Bremner.
And hey, if you need any help, do like I did and talk to an HRSG representative.