How many departments in your business have some responsibility for learning and development? Chances are it’s more than two, which can be a real headache. You're not alone; our recent research shows that over 46% of businesses share this challenge with you.
Our recent report, Bridging the L&D Divide, highlighted that well over half of organisations have at least two different teams responsible for training – typically HR and a dedicated Learning and Development (L&D) team. And these teams are not collaborating effectively, leading to increased costs, duplication of work and lack of consistency.
Wouldn’t it be better if your L&D was the product of collaborative working, with a shared vision and direction?
Here’s six tips to help get HR and L&D working together more harmoniously.
1. One size does not fit all
Before setting out on the road to shared solutions, make sure you do your homework and conduct a fresh training needs analysis. What was suitable for your business two years ago may no longer be the right thing. Or may not be the right thing for every team.
2. Plan, plan, plan
Fail to plan and you plan to fail. Working together won’t just happen by accident – your managers will need to make a conscious effort to plan together. Create a roadmap, set shared success measures and improve communication channels if necessary.
You’ll also need to make sure any solutions you adopt are fit for purpose across the whole business and integrate with legacy systems. If that really isn’t possible, plan for how to work around it.
3. Reassess your structure
It isn’t an easy one, but if you’re serious about getting your learning and development aligned, you may need to reassess your organisational structure.
Our research shows that over half of businesses have at least two different teams responsible for L&D – this means ownership isn’t clear. Consider removing confusion about ownership and responsibility by restructuring so that L&D sits within one department.
4. Consolidate budgets
We found that almost half of organisations have more than one team holding an L&D budget. And that a lack of funding is a big barrier for many businesses looking to implement learning technology.
By bringing all L&D budgets under the responsibility of one individual or team you can encourage cost-saving, avoid duplication and perhaps help to remove a barrier by having a clearer view of what funding is available.
5. Lead by example
Leaders and managers are integral to creating a culture of collaboration in any business. And, while supporting its implementation is a good start, the key is to lead by example. And - importantly - to be seen to lead by example.
6. Shout about the good stuff!
Don’t just leave it to chance that the rest of the business will share your vision and recognise the benefits of increased collaboration. If something goes well, shout it from the rooftops. Showcase great examples of when streamlined L&D has worked for the benefit of the organisation. Refer back to the success measures you set and show how you have kept on track.
Our report, Bridging the L&D Divide, explores why a lack of collaboration is so common when it comes to L&D and what the benefits of joining the dots can be. Why not download the full report now for free?