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
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
