Identify learning needs within the organization by interviewing managers and senior executives. This will help you to always match business goals with the competencies that employees are required to gain from a learning program. In liaising with the managers you are able to direct the staff to the most appropriate courses for their development.
Establish measurements that will evaluate the effectiveness of the learning program. Look at the training/learning costs and compare these costs with the money or financial returns the program is bringing to the company. This will help you in evaluating the return on investment and to determine ways to improve learning in the organization.
Remake the learning environment from a classroom-like setting to an online and collaborative learning environment. Install e-learning management systems from companies such as IntraLearn Software Corporation, E-leap and others dealing with learning management systems. E-learning is a cost-effective and time-saving method of managing organizational learning.
Motivate employees to gain new skills and knowledge by offering incentives. Learning is only successful to the extent that employees are motivated to learn. Manage and motivate employee learning through pay raises, promotions for those who take up training, certification, continued employment or opportunities to lead projects.
Manage talent by having a proper database of the skills and knowledge of your employees. Use talent management software from vendors like IBM, Accenture, Mercer and Hewitt. Talent management will enable you to identify the learning and development strategies that will nourish employee skills and aptitude. Developing talented employees will ensure that the right people are retained to meet business goals.
Share knowledge and new ways of problem solving generated by employees through the use of blogs, wikis and podcasting. This increases the learning system's knowledge base, encourages participation and enhances interaction among employees.