It makes performance sense for companies to use company-specific or customised learning programmes, based on organisational strategy. The infographic developed by SkillsEdge summarises the six key benefits.
Focuses on company-specific skills and subject matter. Not all companies have the same skill requirements. For example, although the skill ‘customer service’ is a generic skill, the specific skill for a company needs to include what the company wants to achieve (mission, vision, Balanced Scorecard dimensions), organisational values and the most appropriate way of serving the company’s target audience.
Creates the ‘big picture’ and establishes purpose for every employee. When learning programmes are developed or adapted to be company-specific, participants get to understand the big picture of where they fit in, how they relate to other functions in the organisation and the impact they have, not only on the performance of their own department/function, but also on the performance of other functions and, eventually, the organisation as a whole. They see their own purpose more clearly, which creates a higher level of engagement with subject matter offered in the learning programme. It is a well-established fact that employees with a clear purpose and a clear vision are more committed and perform better.
Creates emotional connection and company-specific application. The view that company-specific learning programmes create company-specific application does not imply that generic programmes do not or cannot achieve the same benefit. However, when participants can form an emotional connection of ‘belonging’, ‘this is my role, my context’, etc., the results of the learning are better connected to the desired end result — it is a well-known fact that there is a higher level of integration and application of learning when there is an emotional connection with the learning subject matter and context. Company-specific scenarios, cases studies, examples and information (often identified by participants through an experientially-focused learning programme) help strengthen this emotional connection.
Sets expectations through brand integration and cascading of strategy
When the company’s strategy is cascaded and deeply embedded in a learning programme, the brand is integrated into the programme — strengthening emotional connection (‘This will help me perform better in my job’). By cascading vision, mission, values and even the Balanced Scorecard through all levels, employees get to fully understand what expectations are and they are helped finding ways or meeting expectations
Helps employees integrating the information they need to perform
This benefit is closely linked to and derived from benefit 4.
Improves knowledge retention. Knowledge retention and application are the ultimate desired outcomes of learning programmes. This is made possible through the design and development of learning programmes that aim to achieve the benefits described above.
Companies of all sizes may contact SkillsEdge for design and development of company-specific learning programmes.