The COVID-19 pandemic has had an unprecedented impact on the way businesses operate. Organisations have had to change where they work, how they work, and even reconsider the services they offer. The ability to learn, adapt and continuously improve in the face of this challenge is vital.
Yet learning isn’t the norm in every organisation. Fewer than half of UK employees believe their job offers good opportunities to develop their skills, while case study research suggests learning provision is seldom fit for purpose when it comes to implementing new technologies in the workplace. Moreover, just over a third of L&D practitioners feel they’ve successfully developed a positive culture for learning, despite the vast majority wishing to do so from the outset.
To remain relevant in a challenging labour market, organisations need to think strategically about how they invest in and develop their human capital. One way to do this is to create a supportive learning environment where learning is not only embedded, but encouraged across every level of the organisation – often described as a learning culture.
Our latest research unpacks what learning culture means in practice, and what you can to do to embed a learning environment in your organisation.
Creating learning cultures: assessing the evidenceDownload the report
What can L&D professionals do?
To truly embed learning within the business, L&D professionals first need to evaluate the current learning environment in place – only then can they start taking action at an organisational, team and individual level.
The case for learning cultures
Our evidence review finds a link between organisational support for learning and growth, transformation and knowledge sharing, among others. These organisations will now, more than ever, be able to respond agilely to the challenges they face – whether that be upskilling or reskilling their teams, equipping individuals to work from home, or making the shift to digital learning.
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