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Transforming L&D into a Strategic Business Enabler

Most organizations are acutely aware of the importance of learning in today’s business environment. They understand that technology is changing the nature of work and the roles within it. They also understand that the ability of the workforce to learn new skills, model new behaviors, and adapt continuously is key to sustained success. In a changing world, learning and development keep employees up to date. Hence the elevated role of the L&D function, which must work together with business leaders to enable an organization to learn effectively, at speed, and at scale.

Many companies face a looming skills gap, digital transformation, increased regulation, and all manner of other obstacles. Learning needs to be deeply integrated with an organization’s strategy and core talent processes to rise up to the challenge. Yet many companies feel their functions are ill-equipped to play such a role. Rather than being regarded as one of the most forward-thinking functions in an organization, many feel that their L&D functions struggle to keep up with the needs of their business.

The role of the learning practitioner has never been more important. However, measuring, analyzing, and understanding learning impact continues to be a challenge, as is convincing stakeholders of the importance of learning and getting executive buy-in.

We need data to help us shift from reactive to proactive and strategic when we think about our training programs. Instead of fighting fires all the time, we can be more future-focused when we look at the competencies, skills, and other core elements of learning design to ensure we can identify all the levers available to pull.

HRO Today‘s 8^th Annual Learning & Development Summit will share strategies to turn your L&D function into a talent differentiator, an enabler of business transformation, and a catalyst for collaboration across teams, functions, business units, and/or geographies.

• E-learning best practices
• Aligning learning and talent management with business objectives
• Delivering a great learner experience
• Building a learning ecosystem
• Leveraging data analytics for learning & talent development
• Nurturing a learning culture
• Upskilling and reskilling the workforce
• Bringing a diversity and inclusion lens to L&D
• Leadership development and succession planning
• Career management
• Innovative onboarding
• Leveraging learning and development for engagement and retention

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