India Inc's learning & development model badly needs an update; here's why

A survey of 5,300 middle managers in 180 companies spread across 13 industries shows employee disconnect with corporate India’s human capital development efforts. 

A little over half (55 per cent) of those surveyed felt that their organisation’s learning and development (L&D) interventions were not very relevant or aligned to business. Only 38 per cent said their company’s L&D strategy was core to the organisation strategy. Fifty-five per cent of those surveyed were happy about the learning and growth opportunities provided by their organisation. 

Almost 66 per cent identified the lack of ready-to-implement tips and relevance as the biggest challenge to L&D interventions. What employees wanted from the L&D department were on-the-job learning opportunities and more emphasis on leadership development efforts across all levels, according to the survey. A majority of respondents (70 per cent) believed that their learning interventions were lagging in developing leadership skills. 

The survey conducted by Jombay, a talent assessment and talent development firm, is part of effort to develop People Capital Index, which evaluates organisations based on perceptions of employees on employer’s training and development initiatives. Based on the findings, Jombay has come out with a list of best 50 companies in People Capital Index.

Mohit Gundecha, chief executive officer & co-founder of Jombay, said a key takeaway of this survey was that it provided an insight into what differentiated the best 50 companies in People Capital Index from other companies. “These companies are enabling their employees, supporting professional development and genuinely care for their employees,” he added.
However, most respondents highlighted the need to marry L&D with business and organisation’s objective. When asked how much time employees were willing to spend every day to improve their behavioural competencies, a majority said they could spend 15 to 30 minutes on a regular basis. While almost everyone was keen to have classroom training, a vast majority showed preference for mobile learning and on-the-job learning. 

Most respondents said they rarely practiced what they had been taught. “When employees get lost in daily hustle and bustle, the adoption fizzles out over time,” said one-third of the respondents.

A majority of the respondents were of the view that the metrics to track learning needed to change. The success of L&D initiative should focus on learner’s engagement and on learner’s impact and competency development, said 83 per cent of the respondents.  Over four-fifths of respondents (82 per cent) said that L&D activities needed to be technology-enabled, and almost one in three said their preferred learning medium was mobile. “Learning has to be real time, all the time,” the survey noted.
 

 

INTO EMPLOYEES' MINDS

55%  employees feel their organisation’s L&D interventions are not very relevant or aligned to business 

70% respondents believe that their learning interventions are lagging in developing leadership skills 

38% of respondents say their company’s L&D strategy is core to the organisation strategy 

Almost 66% identify the lack of ready-to-implement tips and relevance as the biggest challenge to L&D interventions 

Majority of employees are willing to spend 15 -30 minutes every day to improve their behavioral competencies 

Source: Survey by talent assessment firm Jombay