New Learning and Development for Business Practices

Organisations that fail to adjust their learning and development for business practices struggle today with growth and productivity. As a result, leading companies are abandoning traditional methods of learning and choosing more effective business-related training solutions that encourage talent and improve performance.
Organisations should adapt their learning strategies to meet the demands of today’s workforce trends and needs. Traditional models of learning do little to address the gap between employer and employee or to improve commitment and performance. Aligning learning strategies with key business objectives, means that organisations will be able to significantly improve their learning functions and ultimately overall business practice.
Training that leads to or encompasses business-related training specifically is obviously imperative. But there are key aspects over and above this, that significantly affect the impact training has on business practice:

Select the right provider.

In the past, organisations had limited choices for learning and development, but today there are many choices of accredited, experienced providers. Organisations should consider providers with innovative capabilities and flexible solutions for all learning activities. Is training for employees at the heart of the provider?

Team up with the business.

The entire training team should work closely with the business leaders to design a completely business-related training programme. Executive support for learning and development in business practices enables individual success.

The individual must count.

Organisations must focus on the individual’s learning needs. For some companies, this strategy may include aspects of adaptive learning; for other companies, it could mean a different communication strategy. Although it sounds expensive to attend to each individual, the alternative, blanket learning for all, costs more financially and time-wise, in the long run.
Finding and keeping talent is no longer an HR challenge but a strategic business priority. Instead of empowering employees with new learning and development in business practices, many companies feel threatened by their workforce and fearful of results from learning and development. Overcoming that fear is essential. There are many examples that show with no doubt that the right learning and development can improve business performance, staff morale and ultimately profit.  
Triple E Training Holdings (Pty) Ltd will assist you with NQF 1 Business Practice a new learning and development strategy that works. It has ever-lasting benefits and also adds to your BEE scorecard. https://eee.co.za/training/business-practice-real-training-employees
The main benefits of NQF 1 Business Practice for your BBBEE Scorecard Skills Development, if structured correctly, are the following:
  • Obtaining of a recognised qualification for previously unskilled staff
  • Qualification can be delivered at your premises
  • Flexibility allows you to structure the programme to fit your Skills Development Budget, BBBEE Scorecard Skills Development Criteria and schedule
  • NQF 1 Business Practice is a business orientated qualification and not a Generic Qualification which will assist in the learners career path and learning plan
  • With AET/ABET Level 4 learners can access this Qualification immediately.
  • All learners at lower levels can start as soon as they have completed the required ABET/AET Learning Areas
See previous article BBBEE Skills Development Points ( *Sources )

Sources

https://www.thedti.gov.za/economic_empowerment/bee_codes.jsp http://www.mckinsey.com/client_service/strategy/expertise/growth https://eee.co.za/training/business-practice-real-training-employees/