5 Keys to Aligning Training Programs with Company Strategy

5 Keys to Aligning Training Programs with Company Strategy

Santiago, Chile, November 21, 2023 – “It is not strategies that change companies, but rather their people and teams; and these teams constitute their main competitive advantage,” said Carolina Altschwager, CEO of Almabrands, at the Human Resources Network Training Conference.

For about 10 years, the consulting firm Almabrands has been working with companies to build organizational purpose—a process that would not be feasible to carry out in depth without a thorough understanding of the role of people within organizations. It is in this context that, since 2018, the consulting firm has been working to understand how trust is built within companies, starting with their employees—a model developed in partnership with OTIC SOFOFA Capital Humano; and a few months ago, they released the results of the second round of the 2023 Organizational Trust Study, a nationwide survey.

When we understand the competitive and distinctive advantage that people represent and the importance of harnessing their full potential within organizations, a key question arises: How can we integrate Learning & Development (L&D) challenges with the company’s strategy?

“One of the most significant challenges for organizations today,” Carolina points out, “is not only to design good strategies, but also to ensure that these strategies are executed and brought to life in a complex and competitive environment marked by constant uncertainty, and where companies must adopt a new mindset—a different way of looking at the world, an awareness of the value of certain things—which requires a reflective process.”

Here are 5 suggestions for addressing Learning & Development challenges:

Strengthen diagnostic tools to identify gaps and shortcomings

Strengthen diagnostic tools to identify gaps and shortcomings

Seek greater collaboration between the Human Resources department and the business units

Seek greater collaboration between the Human Resources department and the business units

Integrate learning and development programs into the entire people management process

Integrate learning and development programs into the entire people management process

Making Progress in Program Evaluation Using Impact Metrics

Making Progress in Program Evaluation Using Impact Metrics

Special emphasis and attention on leadership programs

Special emphasis and attention on leadership programs

Summary of the 5 points:

Strengthen diagnostic tools to identify gaps and shortcomings

To identify learning gaps, we need to take into account both the company’s needs and those of its employees. To do this, we must first ask ourselves the following questions: Do the teams have the knowledge, skills, and mindset to achieve the defined purpose and strategy? What are we missing (GAP ANALYSIS)? What programs do we need to implement to develop the necessary knowledge, skills, and mindset?

We must be able to identify the gaps and define strategic objectives for each one. For example, if my business goal is to reduce production time, my training goal should be to improve employees’ skills so they can use equipment more efficiently and manage their time more effectively.

Seek greater collaboration between the Human Resources department and the business units

If I want to be the best in service, I must ensure that employees are prepared to consistently deliver high-quality service that meets the expectations of both internal and external customers.

This is achieved through collaboration and joint governance between the team and the business units to define, prioritize, design, and secure resources for A&D programs that enable the development of new skills.

Integrate learning and development programs into the entire people management process

Just as the concept of the “customer journey” has become widespread—referring to external customers—it is also necessary to develop an “employee journey,” in which we manage an employee’s career path from the selection and hiring process, through their development and training, all the way to the time they leave the company.

For training to have a lasting impact, it is essential that it be an ongoing process throughout the entire employee journey, and that learning and development programs be seamlessly integrated into the overall people management process.

Making Progress in Program Evaluation Using Impact Metrics

Measuring the impact of training and learning programs is key to demonstrating their value to the organization and its development strategy. Even though it can be difficult to measure, we must do so in every area, striving for continuous improvement.

Special emphasis and attention on leadership programs

At this point, recognizing that leaders are found at all levels of the organization, we are challenged to bring about transformations that go beyond imparting skills and knowledge; we must seek to achieve profound shifts in mindset. A shift in mindset encompasses everything, not just the performance of a specific role.

“We saw this during the pandemic, and this trend will continue to intensify. We aren’t just a factory for producing things; people need spaces for reflection to construct meaning—that drives many different behavioral patterns. And in that sense, leaders play a fundamental role,” adds Carolina Altschwager of Almabrands.

We invite you to download the presentation below.

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Presentation: How Can We Integrate Learning Challenges into the Company’s Strategy?