This article sets out the various options for providing learning and development to employees, and encourages everyone to have a Learning Plan. To make this even more effective, I would suggest:
- Use 360 Degree Feedback results to help the employee understand his/her current strengths, and where he/she needs to improve.
- Ensuring that the manager is involved in developing and monitoring progress on the employee's learning plan throughout the year. Otherwise the manager may not be motivated to support the employee with their learning plan.
- Provide incentives for managers to actively support their teams' learning plans. All too often the coaching and learning can get sidetracked if managers always prioritise other things, or are 'too busy' to think about them.
- Finally there needs to be a direct link between employees' objectives, appraisals and learning plans. You can easily link these together using online talent management tools (for example see www.tracksurveys.co.uk) that allow employees and their managers to follow a path from learning needs, through resources available, training plan then to achievement of objectives.