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  • Vishwajeet Jathar

Organization training's, Employee development and "Learning Maturity" - The WinSpire Way

Many times I have been wondering why do employees leave the job? Of course there is no right or wrong answer to this question or also a silver bullet that will effectively provide the answer. However at Winspire we firmly believe, that the least organisations can do is to provide adequate training's to employees to keep them motivated and engaged with a career development road-map. Many times organizations try and find talent outside the organization when there is ample talent within which can be groomed and developed. The worst thing that organizations do is get people from outside for key positions instead of engaging and developing people from within.


Investing in training is nowadays becoming more of a necessity in-order to increase employee loyalty, achieve higher performance result. Consistent knowledge sharing across the corporate and keeping employees up-to-date with the ever changing/dynamic business requirements, is the need of the hour.


WinSpire has come up with a model to help define a training strategy that will not only help employees with their career development but also have a big impact on the business outcome and thereby achieve the organizations goals and objectives. The model looks at a very close relationship and linkage between “Organizational Training’s” which lays the foundation for “Employee Development” and the way training's are implemented in the long run in order to improve the “Learning maturity” across the organization.


Organization training's: Organization training's are training's which lay the foundation for employee development. These training's are critical in order to build a strong organizational foundation based on business goals and objectives, communicate clearly the business goals and objectives and ensure employees have a strong base for broadening their knowledge of existing skills by providing higher training's in each area for “Upskilling” and add back value towards strengthening the organizational base.

  • Strategy: Sets the direction for the business in terms of goals, objectives, mission, vision, values that an organization needs to formulate, implement and communicate very clearly to the employee’s.

  • Culture: Once the strategy is in place you need to ensure that you are focusing on creating a winning and inspiring culture to ensure that employees are motivated, engaged and on the right path for implementing an organization’s strategy

  • Business Processes: Business processes define how work is carried put within an organization. It is important to continuously focus on improving business processes, breaking down silo’s and achieve synergy across the entire value business chain

  • Growth: Important to understand what growth means for an organization, how to design business models, importance of winning new customers, designing and introducing new products and services quickly in the market.

You can have all the right Strategy in the world; if you don't have the right culture you are dead. - Patrick Whitesell

Employee Development: Employee development focuses on building a strong career path for employees based on the organization foundation. This helps to increase the value of your employees by training them in completely new skills related to their work areas and based on the level they are in the career development roadmap. This increases their contribution towards an organization as employees start gaining diverse skills and can perform a variety of tasks in the business. Employees start to actively contribute to further improve, change and strengthen an organization’s foundation putting the business firmly on path of growth.

  • Learner: Require right direction, clear understanding of organization strategy, culture, processes and business objectives in order to start acquiring skills that will help self-development. Need a variety of training's in order to start adding value to an organization. Training’s are focused on competency development and acquiring soft skills.

  • Leader: Provides the direction and builds the culture to motivate and inspire employees to perform beyond expectation. Understands the factors contributing towards being a great leader, difference between leading and managing people, different leadership styles and which style to use based on the situation prevailing. Leader is focused on changing self before bringing about a change in others.   

  • Team builder: Leader transitions into a team-builder fostering team work and building great teams. Great teams working in sync with each other towards common goals and objectives help build great organizations and flourishing businesses. A Leader needs to understand what team working means, how to build trust and work together cohesively as one synergistic unit.

  • Innovator: Innovation keeps an organization growing. Unless and until you are not building the innovator mindset you will not stand out from the competition and keep scaling new heights. It is important to understand what this means – Strategic innovation, Process innovation, Service innovation, Innovation process and how you can contribute towards building a culture of continuous innovation within an organization.

The GROWTH and DEVELOPMENT of people is the highest calling of LEADERSHIP - Harvey S Firestone

Improving the “Learning Maturity” is an extremely important part of the strategic approach towards learning. Measuring the ROI for investment done in training's is an extremely important part of gauging "Learning Maturity". If the “Learning Maturity” is not improving then it is very easy to revert back to old ways of working and the investment done in training is bound to be wasted. WinSpire helps organizations to improve “Learning Maturity” by helping organizations understand the stage where they are and work closely with organizations to help them move from one maturity level to another.

  • Level 1 – Ad Hoc – Training is inconsistent, need based and reactive. Lack of focus and direction.

  • Level 2 – Managed – Training is managed and repetitive. There is a strategic focus and direction, however there is no measurement on ROI and value addition brought about by training.

  • Level 3 – Competence and Performance driven – Important contribution towards building new leaders and developing synergistic teams. Training's are carried out to bridge clear competency gaps and performance is measured in terms of growth.

  • Level 4 – Strategic – Training's are a part and parcel of the organization. Importance of training's is fully understood and budget’s are allocated for training's at organization level.  The outcome of training's is measured in terms of delivering stakeholder value, employee retention and internal growth of employees.

  • Level 5 – Continuous – Though put as Level 5 goes across all the levels where training is continuous and supported by Mobile based learning. “If you don’t use it you will lose it”. Take training to the employees Anytime, Anywhere.

WinSpire through the years and experience gained by working with different corporates, firmly believes that Organizations need to focus on creating a long term strategic training road-map consisting of organizational training's with a focus on employee development. That is the reason why WinSpire looks forward to long term partnering to support organizations come up with road-map consisting of a proper mix of organizational training's and training's for employee development.

For WinSpire - The process of training and development needs to go hand-in-hand for organizational success and employee engagement.


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