The work environment is complex, diverse, and demanding. L&D professionals must develop leaders at every level to support the organization’s success.

FREMONT, CA: Regardless of the size of the organization, training and development of employees is significant in achieving sustained success. In the absence of a viable recruitment process and training and development of existing employees, organizations will find it challenging to scale their businesses. Learning and Development (L&D) professionals who are in-charge with implementing policies and programs face an ever-shifting array of challenges.      

Learning and Development professionals admit that changes caused due to mergers, acquisitions, budgets, technology, and staffing are a few of the top challenges faced by them. In a few organizations, the work environment is complex, diverse, and demanding. Thus, they must develop leaders at every level to support the organization’s success. One of the primary responsibilities of L&D professionals is to communicate the importance of learning and development. Too often, employees have urgent tasks or priorities which present a challenge for L&D professionals to get learners to attend, actively participate, and follow-through.   

A company with a global presence has difficulty providing consistent training due to challenges such as increased costs, geographic limitations, translation issues, language barriers, and virtual training needs. The sustainability of a training program is again a challenge for L&D professionals as they have to make sure the skills that the skills learned by employees are applied in the real work environment. Conflict management is a critical skill, and its absence can affect an organizations success. Thus, the trainers must teach learners about handling conflict as it can decrease employee morale, and change the longevity and well-being of a business.       

Providing a quantitative assessment of the training programs and how they are impacting the organization. The challenge for the professionals is to determine which metrics to use, incorporating them in the post-training assessments, the follow-up process, and adjustment of the future training based on the outcome. The professionals have to cover several topics in training and choose a unique delivery method for robust skill development. While planning each training session, the trainers need to ask the right questions and identify the desired outcome.  Senior leaders must determine activities worth funding, but it is an L&D professional’s duty to ensure that the learning and development programs are worth funding.

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