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Learning & Development

Increasing Nostalgia for New Trends in Employee Development

I need not to rehash the sufficiently chronicled history of employee development and management over the years and in pens far more articulately eloquent than mine. Hence, the mere thought of the idea is so propitious for a start which is aspired to be distinguished with an impact.

 

We believe that organisations are witnessing now more than ever a fast-paced ever-changing reality increasingly nostalgic for precise and focused learning and development solutions. We have experienced that organisations seek solutions that make a difference and sustain a contentious improvement facilitating, as such, a lifelong and professional employee development. This is paralleled with continuous transformation in response to the constantly changing business environment and business needs accordingly.

 
Beyond any shadow of doubt, the best learning solutions is the one which fits the organisation and its people needs through meticulous analysis and assessment of the current skills development level against the desired one; an approach which we have been practicing over the years and the results have been remarkable. We recommend the right learning and development intervention rather than just prescribing an ‘aspirin’ for someone who is having a heart problem, a headache or stomach pain, metaphorically speaking. Let alone the side effects such quick fixes may bring or cause amid scarcity of resources and business demands.

 
We believe that a meticulously designed learning intervention according to employees development needs will substantially and harmoniously transalte the strategic goals and objectives of organisations to achieve high performance and profitability. Now, the impetus is to tackle any existing complexities and growing challenges in learning and development interventions through effectively designing dynamic learning and development solutions to match organisations’ unique and different values, culture, challenges and opportunities, resources and limitations; solutions that match employees’ needs and skill gaps or deficit by avoiding on-the-shelf and ready-made solutions seeking instead tailored ones.

 

So, how does it work in practice?

To achieve this, a glimpse of our strategy is highlighted below:

  • Partner with our clients to offer credibly tailored learning & development solutions to add value through determining the skills, knowledge and attributes required creating efficient and articulate solutions. .
  • Conduct a gap analysis assessment in which we evaluate individuals’ competency level and the skills required in comparison with the standard. We begin with analyzing and assessing training needs by attending:

     

    – Who needs to be trained?
    – Why do she/he need to be trained?
    – What is the impetus for this development?
    – What are the desired goals?
    – What learning intervention in particular is appropriate?
    – What is the development plan? How to monitor development?
    – How to put the development plan into action?
    – Implementation and delivery.
    – Evaluation and assessment of results achievement.
    – Providing full progress report of results and recommendations.
    – Consolidating results with future development needs.

  • Avoid ad hoc on-the-shelf ready-made learning solutions which will neither give us nor our client any value. The goal is a sustainable and strategic long-term relationship rather than a short-term and transactional one. Let’s change the way learning and development interventions are being conducted together by creating a sustainable and reciprocally strategic partnership.

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