The document discusses driving self-learning and organizational performance through employee engagement. It argues that performance is a function of people and processes, and that enabling, engaging, and empowering employees to drive their own self-learning is key to developing people. Some ways discussed to promote self-learning include offering learning resources, providing varied learning opportunities aligned with goals, building excitement through recognition programs, creating peer accountability, and strategically recognizing success. The perspective is that self-directed learning allows employees to define their own success journey and improves organizational performance.
11. Driving Self-Learning
⇝ Offer Learning Resources
❖ e-Learning Platform
❖ Knowledge Database / Bank / Achieves
❖ Job Aids
❖ Education Policies with Reimbursement Clause
❖ Online Book Platform (e.g. Kwench)
12. Driving Self-Learning
⇝ Provide the Right Asset and Learning Opportunity
❖ Variety of Learning Content
❖ Aligned with Professional and Personal Goals
❖ Accessible to Everyone
❖ Comprehensible / Easy to Relate and Understand
14. Driving Self-Learning
⇝ Create Peer to Peer Accountability
❖ Structured Buddy Program
❖ Learning Ambassadors
❖ Learning Clubs
❖ Cross Functional Work Assignments
15. Driving Self-Learning
⇝ Strategically Recognize Success
❖ Weightage in Career Progression
❖ Awards and Certificates (E.g., Reader of the Month)
❖ Award Medals (LMS)
20. Learner Perspective
Name it, Aim it and Claim it!
Name It: Identification of the Learning Goal
Aim It: Defining the Learning Journey
Claim It: Dedication and Investment to Reach the Goal
Accountability of Learner Matters!
22. The Architect: Transformation of Learning
Through Foundation
(Classroom Training)
MIND SET TOOL SET SKILL SET
Through Coaching/
Mentoring Sessions
Learning Transformation
Through Execution
Concept
Understanding
Learning Tools and
assignments
ENABLE ENGAGE EMPOWER
Development of Skills
with Practice