As we enter the final month of 2014, I like to reflect on the year and think about the future. Because it is the people within organizations that drive change, performance, and achievement, I truly believe it is imperative for institutional leaders to put a greater emphasis on developing their talent. Thus, I'd like to share three key ideas on employee development that I hope will provide some perspective for institutions as we approach 2015.
1. Increase Focus on Employee Development and Training
As we know, the demand for higher education is expected to increase. However, higher education institutions will face increased competition not only from other institutions but from an increasing amount of freely accessible learning opportunities available online (e.g. MOOCs and Open Education Resources). Thus, institutions will have to differentiate themselves from their competition and demonstrate value by providing the best educational experience for their students. This will put a greater emphasis on instructors' having excellent teaching skills and not just subject-matter expertise. Moreover, it will put greater emphasis on exceptional student services which result from effective performance of all employees within the institution, particularly those in functions with high student contact.
2. Align Training with Individual Employee Needs and Preferences
Institutions will have to align the training they provide with the individual needs and learning preferences of their employees if they wish to attract, engage, and develop top talent. Recognizing that each employee has different needs and preferences, institutions should be able to provide a learning experience tailored to the unique needs of each employee to maximize ROI on their training investment. Online training enables institutions to provide custom curricula tailored to individual employee needs and learning interests. Training workshops alone do not provide this opportunity to customize. Moreover, online, just-in-time training is available 24/7 enabling "mobile learning" as opposed to face-to-face learning opportunities that are one-time events restricted by time and space. Employees should be able to learn on their own schedules and at their own paces vs. having to wait for a scheduled event. Simply put, employees should have a variety of learning options including face-to-face, online, formal, and informal learning opportunities.
3. Expand Training Capabilities and Improve Efficiency through Partnership
As institutions continue to restructure their operations, many are realizing the benefits of partnering to fulfill their employee development needs while reducing their investment costs. Institutions are realizing that strategic partners can expand their training capabilities and provide services that reduce the costs of internally developing, maintaining, updating, delivering, and administering employee development. Institutions that utilize established employee training providers collaborate with their chosen partners in providing the tools and resources necessary for effective professional development. These opportunities help the institution to more clearly focus on facilitating the transfer of training yielding improved performance results.
