Technological innovations, changes in consumption and marketing methods, unlimited access to knowledge: digital transformation, boosted by the current crisis, has led to a significant transformation of the economy…as well as a revolution in professions and skills management.
These trends have highlighted the importance of Learning & Development opportunities, which now play an increasingly strategic role within organizations in the animal health sector, which must now be transformed to become a symbol of attractiveness and competitiveness.
Transforming your L&D approach: a major challenge
Why work on training and development within your company? Because the definition of an ambitious L&D strategy will have a major impact on your people and your business processes. Learning & Development will play a strategic role within your company in 5 key areas.
1. A real asset for retaining talent
Today, training employees is not only a performance indicator, but it is also the surest way to avoid turnover, with training capacity boosting recruitment of new talent and retaining existing talent. Most candidates favour companies that offer a coherent training course, especially individuals from generations Y and Z.
2. Skills development…and competitiveness!
In 1987, the average lifespan of a skill was estimated at 30 years; today, the lifespan of a skill is between 12 to 18 months, or much less in some sectors. New technologies are accelerating the obsolescence of a number of professions, but also the obsolescence of skills. Faced with this phenomenon, companies must allow their employees to “stay in the race”, by designing training strategies aimed at improving technical skills but also by providing the “soft skills” needed for the future: communication, time management, leadership, creativity…
3. A significant impact on employee engagement
The positive impact of employee engagement on the company’s performance no longer needs to be demonstrated; today, we can no longer rely solely on our products or services to differentiate ourselves from the competition. The most important way to mobilize your teams is to give them the opportunity to learn and develop new skills. Research has shown that constant learning is at the heart of professional happiness. An employee to whom we provide the tools to carry out tasks and the possibility of developing new skills and evolving their career is an employee who will remain committed to a company…
4. Strengthening culture and values
As the workforce of many companies becomes increasingly virtual and globally dispersed, learning and training can help build a culture focused on sharing common values and a sense of purpose and belonging to a community. Once again, Millennials in particular have fairly high expectations on this point: the salary is no longer sufficient to attract young talents, who are especially attracted by companies with a real societal commitment and offering a real quality of life at work.
5. Strengthen your brand
The employer brand is the concept of a “brand” which goes hand in hand with the overall image of the company. At a time when many companies are faced with a real “war for talent“, this is a particularly important notion… to which L&D can strongly contribute as displaying an active training policy is an excellent showcase for the company and employer brand.
As you can see, L&D can bring about progress for all functions of your company. But how can you transform your approach to training so that it becomes a real performance lever? Here are some ideas in our article: How to set up a winning L&D approach?