The 21st century is marked by an unprecedented technological revolution. We are in the digital age and we are not ready to leave it. Every year, new trends emerge and professionals who are more connected than ever make organizations more and more agile. And yours?
With the arrival of artificial intelligence, a major challenge for organizations is to maintain employee engagement and competence under a sea of novelties. Thus, an essential practice is management and skills development. Indeed, this human resources practice meets the need for employee engagement and fits perfectly with the need to be more adaptable and competitive.
According to researchers Rivard and Lauzier, there are 5 facilitators of learning organizational:
- the acquisition and transformation of knowledge
- learning culture
- strategic knowledge management
- le organizational support
- learning-focused leadership
Many organizations limit themselves to number 1, and invest in training with their 1%. But why not focus on the 5 facilitators? Is it due to lack of time or resources? What if we started by changing your attitude towards learning? We would already win numbers 2 and 5!
First of all, motivate your employees to always continue learning. We emphasize their value and their contribution to the organization. Training is a shared responsibility between the employee and the employer. Start from the premise that human beings like to develop and learn. Then, put yourself in their shoes. Do you allow your employees to try new things and make mistakes? If so, you’re getting closer to number 4.
You already know the benefits of managing (and protecting) knowledge. What could you document to win number 3? What if this documentation could be via a video, instead of long documents to write?
 RIVARD, Patrick and LAUZIER, Martin. Management of training and human resources development. 2th edition. PUQ. August 2013.