Integrating talent development with strategic planning: Best practices from a case study
There are typically three options when it comes to organization talent. The organization can hire a new full-time employee. They can also utilize contingent workers for projects. Finally, they can invest in developing current employees.
A recent article on HR Bartender highlighted a case study of LCS, an Iowa-based provider of senior lifestyle products and services. Rather than hire new or contingent employees, the top initiative of LCS’s strategy plan is to train and develop current employees. To do so, the organization created a corporate learning university to help current employees grow professionally. Below are some of the best practices learned during the implementation of their corporate university:
- Think beyond immediate needs. Create a system or program that projects future needs and can grow to meet such needs.
- Have a plan for content development. Determine early if your organization will utilize a third-party vendor to develop content or if it will be developed in-house.
- Remember you can learn and have fun at the same time. Training does not have to be boring. Make it enjoyable for employees.
- Make online training informative, intuitive, and engaging. Online trainings should be interactive to keep participants constantly engaged.
- Online training is not always a substitute for classroom training. Live classroom training is invaluable because it entails human interaction and immediate feedback. Online training cannot replace this.
- Think long-term. Succession planning should train employees for higher level positions. Job rotation and mentoring programs are ideal in helping employees reach their professional goals.