Become a Trusted Business Partner to the C-Suite
In a disruptive environment where everything is constantly changing, learning organizations need clear strategies on people, processes and technology to drive short- and long-term company strategy. This includes strategic learning and career interventions to help existing employees build new skillsets or update existing skillsets. This also means installing technology, tools, processes and programs that allow a company to adapt to changing business needs by quickly identifying new skill needs, assessing gaps and putting interventions in place to build the needed skills.
Enterprise Learning Assessment® Methodology
When future-state business and learning requirements have not been defined, our Enterprise Learning Assessment® (ELA) model is used to create a roadmap to achieve the desired outcome for the strategic intervention.
Once future state requirements have been defined, we use the process defined below to build the future-state solution and then operate and continuously improve over time.
The outcome of ELA is a defined engagement plan to implement the future-state solution.
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Ideation
The initial phase is dedicated to ideation and coming up with strategies to address learning priorities that align with business priorities. This could be a mix of upskilling and reskilling strategies to address skills gaps or future skill needs as well defining the technology, processes, and infrastructure required to support this transition. The outcome of this phase is a clear roadmap that covers high-level learning plans aligned with the skills and competencies identified for specific roles within the business.
Design and Development
The next step is the design and development of the actual learning interventions – this means deriving individual learning plans and interventions from the roadmap. These interventions not only cover learning but also include opportunities to practice these skills on the job.
Deployment
The next phase involves the deployment of the learning interventions whether it is through an integrated portal or a phased approach to learning delivery aligned with the capabilities and constraints of the audience and the maturity of the technological infrastructure.
Ongoing Operations
As organizational and business priorities change, learning strategy can never follow a one and done approach. Learning strategy must continue to monitor the current and future state of alignment between learning priorities and business priorities to ensure an agile workforce that is ready to take on new challenges.
Strategic Learning and Career Intervention Outcomes
Our strategic learning and career intervention services will help your learning organizations:
Align learning and business priorities to build learning organizations that are trusted business partners to the C-Suite.
Insights
Strategic Learning and Career Intervention to Build Local Talent Pools
Discover how we helped a leading mining company develop training for personnel at a greenfield mine site for both the construction phase and the operational phase by harnessing local talent.
NIIT's L&D Consulting Services Portfolio
Our expansive consulting solutions portfolio is built on a robust framework, with each solution designed to align and bridge the gap between c-suite priorities and workforce expectations through the unique lens of organizational and employee focus.
Strategic Learning and Career Intervention for a Professional Services Leader
Learn how we helped a Big 4 Professional Services Firm create a roadmap to address their training and infrastructure needs in a systematic and practical way.
The Skills-Based Organization
An ongoing research initiative by NIIT and the St. Charles Consulting Group involving 20 pioneering companies found that despite the widespread interest in skills, many organizations are still in the early stages of their skills journey. The report uncovers the challenges, maturity models, case studies, and best practices to develop a skills-based learning and talent ecosystem.