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Empirical studies in both public and private sector organizations have shown that learning investments produce substantial economic returns to organizations through reduced costs, increased efficiencies and other direct and indirect benefits that improve the performance and competitiveness of the organization.
- Return on Investment –Empirical evidence showing strong ROI on learning investments has motivated some organizations to intensify these investments. One study reported ROI results for a spectrum of 10 private and public organizations which ranged from a low of 150% to a high of 2000% and averaged 871% - that is, an average of nearly NINE RUPEE gain per RUPEE spent on learning in those organizations.
- Service Improvement – Many service organizations invest in learning because measured improvements in service have been shown to contribute to “brand” reputation, client satisfaction and, eventually, to competitive advantage.
- Catalyst for Change – In fast moving and competitive environments, complacency and rigidity are fatal. Learning promotes perspective and innovation and is a key driver of change, starting with changed mindsets that are often the hidden block to successful organizational development and timely adaptation.
- Employee Recruitment and Retention – Studies indicate a strong recognition among younger employees that work-based learning is crucial for their personal survival in a world of uncertainty. As a result, they are attracted to organizations that offer opportunities for potentially portable learning. On the job, their morale and workplace satisfaction is directly linked to the sense the organization cares about them as demonstrated by learning investments on their behalf. In the words of an organization human resources strategy paper, “we have to (invest in learning) because we are competing with everyone else for the same people”.
- Innovation and Creativity – Knowledge being “the new commodity”, the ability to create and adapt it has become a key to organizational strength and performance. Individual and organizational learning are now business imperatives in government and the private sector.
LEARNING & DEVELOPMENT CONSULTING
The practice concentrates in creation of a management development program that will support the goal of “proactive and visionary leadership” with the following six goals – –
- Effective people strategy
- Proactive and visionary leadership
- Performance focused workplace
- Learning and innovative organization
- Flexible and motivating work environment
- Progressive employer – employee relations
Leveraging our domain expertise in various business verticals, we expect to provide comprehensive and well-designed learning solutions tailored to the domain specific needs of our customers. Our services include:
- Learning consulting services including both strategic and tactical components
- Learning development solutions
- Training & learning enablement
- Market readiness solutions
We create the platform for performance enablement and measure through learning in the organizations through facilitator guided and self-paced interventions which answer these questions.
- Specify the company's business goals and how your individual work contributes to their achievement.
- Specify how you must change your work to help the company achieve its goals.
- Specify what you need to learn in order to make those changes.
- Develop a learning plan, including:
- What you need to learn.
- What learning resources you will use.
- A schedule of learning activities.
- Specify measures of learning achievement.
- Develop a plan for how you will apply your learning to your job.
- Specify what changes in business results are expected from the application of your learning to the job.
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