Learning and development doesn’t stop when you finish your formal education. Plenty of workplaces and organisations have training programs, personal and professional development initiatives, or required regular workforce training in place. While the nature of the learning changes from industry to industry and business to business, workplace training is an integral part of employee and business-wide development.
If you are interested in receiving formal recognition of your career in supporting this kind of learning and development, whether that’s as a Training Manager, RTO General Manager, or even a Strategic Learning Development Consultant, our BSB80120 Graduate Diploma of Management (Learning) is the perfect pathway.
As an expert in this field, I am sure you will agree it’s important to understand why organisational learning and capability development is an important part of efficient and effective organisations.
Benefits of organisational learning:
Implementing training within a business or organisation is hugely beneficial, not only to improve productivity and quality of work, but as a way of enhancing team morale. It’s a great opportunity to build loyalty to the company; employees who have their professional development recognised and encouraged will feel valued within the organisation.
Regular training also prepares employees for the rapid pace of organisational and technological change, ensuring that any procedural or systems transitions run as smoothly and effectively as possible. On top of this, most industries and fields constantly generate new knowledge, and it’s important for employees to stay up to date.
From new-hire training to introducing a new concept to a team, to installing a new computer system, the opportunities to develop and train employees are almost endless.
4 essentials for workplace learning programs
- New hire training
Training new hires is an essential part of an effective hiring process. It ensures that new team members are properly prepared for the role and that operations can continue to run as smoothly as possible during the transition. All new hires will require some form of training, whether that’s to develop their skills for the role or to introduce them to specific processes and technology used by the company.
Having a solid training plan in place is the best way to ensure hiring success, as well as making sure all employees receive the same training.
As a training manager, you may be in charge of tasks like creating employee training manuals or e-learning modules. Training manuals can act as building blocks for the practical and technical skills needed for each position and for the organisation itself. Processes and policies are changing all the time, so in order for these manuals to remain current, training managers need to modify and update them as needed.
- Industry training
As global markets continue to shift and industries evolve and adapt, there is an increasing need for businesses to keep up to date with the latest innovations and technologies. With these changes, roles can develop, needs can change, and businesses need to stay ahead of the curve to survive. This is why regular learning and development allows businesses to stay up to date with the latest trends, which in turns means that they can provide the very latest and best services or products.
- Developmental training
Companies that value their employees also understand that personal development is a great initiative for team building and creating a supportive culture. Allowing employees to develop skills in areas of the business that interests them and setting themselves professional goals can also benefit the business as a whole. Better informed and experienced employees means a stronger team and a greater potential for business growth.
Valuing personal and career development will also help to retain employees and reinforce a positive and rewarding workplace.
- Procedural and systems training
As industries develop and technologies change, it can mean that the practical ways businesses and teams operate will evolve. Introducing new technologies, systems, or digital applications to a business it can require organisation-wide training to be able to learn these new systems. When teams are able to adapt quickly and adopt new systems, it makes for is key to effective operational changes.improve a business
A training manager would be in charge of facilitating and managing this training, whether that’s preparing training manuals, demonstration sessions, or e-learning schedules. Depending on the size of the team or organisation, they may also have to create a range of training schedules for different departments.
About our BSB80120 Graduate Diploma of Management (Learning)
By enrolling in our qualification, you will be able to achieve recognition of your highly specialised knowledge and skills in the field of organisational learning and capability development. Through this Recognition of Prior Learning (RPL) process, you will demonstrate your ability to generate and evaluate complex ideas, as well as initiate, design and execute major learning and development functions within an organisation.
The qualification can also apply to leaders and managers in an organisation where learning is used to build organisational capability. Some of the key learning units include:
- Contributing to the development of learning and development strategies
- Leading strategic transformation
- Implementing improved learning practice
For more information about our BSB80120 Graduate Diploma of Management (Learning) (which has superseded the BSB80615 course) take a look at the course page here.
If you have any questions about this or any of our courses, get in touch with our friendly team here.