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Correlation analysis between learning and employee experience.
- 2. Organization make every efforts to feel the customers comfortable and to get the talent out of them. The anatomy of employee experience: 5 elements of Employee Experience: •Belongingness •Purpose •Achievement •Happiness •Vigor
- 3. Bridging experience in the employee life cycle. The recruiters role 1.Make application process easy. 2.seamless tech enabled process 3.candidate experience mapping 4. Candidate - centered program 5.share in-depth feedback with the candidate. The Managers role 1.ensure psychological safety 2.check your bias 3.reward self improvement. The leaders role 1.collaborative leadership 2.meaningful recognition 3.staying vision focused 4.enabling postive culture.
- 4. Role of technology in augmenting experience Change in HR Trends Change in Technology advancement to provide Data-Driven insights and it is easy to access. It Enables MIS to play a major role. The case for treating employees as customers Treating employees as customers Learning and develpment Training and development It enables in engage in employees Recruiter's role Manager's role
- 5. Talent development Developing employees but demonstrating business value proves challenging L & Dis highly vsaied function Value to learnings Develop managers and leaders Help emplyees develop technical skills Train all employees globally in one cohesive way Support carrer development for emloyees TOP 2017 WORKPLACE LEARNING TRENDS Main objectives of L&D strategy
- 6. Is the L&D team centralized or Decentralized at Companies..?
- 7. L&D focus differs across SMB's and larger organization. SMALL ORGANIZATION LARGE ORGANIZATION VS 51% Develop managers and leaders 58% Develop managers and leaders 36% Support career development for employees 40% Support career development for employees 44% Help employees develop technical skills 35% Help employees develop technical skills
- 8. TYPE OF LEARNING TOOLS USED TO TRAIN EMPLOYEES
- 9. HOW TO SUCCEED IN THE FUTURE STATE OF L$D 5 KEY STRATEGIES TP MAKE THE SHIFT 1) DON'T JUST TAKE ORDERS. IDENTIFY REAL TRAINING NEEDS Establishing trusted consultant or business partner Listening to the team leaders Execute the plan Prove yourself 2) DELIVERS MODERN LEARNING EXPERIENCES TO MEET EXPECTATIONS FROM MODERN LEARNERS Focuses on creating real behavior change Ability to access content. Reshaped learning resources. Adoption of learning.
- 10. 3) Develop a tightly executed communication plan TEAM MEMBERS LEARNERS BUSINESS PARTNERS CUSTOMERS UNDERSTAND YOUR AUDIENCE 4) Report value to the individual and the business SUPPORTS EMPOWERS CREATES KEEPS WAYS OF DISPLAYING LEARNING TO EMPLOYEES 5)Build a culture of learning-Growth PSYCHOLOGICAL BEHAVIORAL CONVICTIONAL TRANSFORMATIVE LEARNING
- 11. THANK YOU... DONE BY: GLENNEZ MAGDELENE MONA SRI MARTIN JEEVA ANAND VIJAY PREETHI ABU ANAS VAMSI