Before implementing potential employee learning and development (L&D) offerings in the workplace, employers must consider a few topics and how they align with workplace culture. Issues for employers to consider include team and organizational structures, technology use, workplace learning cultures and potential legal implications.

Learning and Development Team Structure

How employee development is driven in a company can be a critical factor for success. L&D is often traditionally thought of as a core HR responsibility, but that’s not always the case. Some organizations may even have one person responsible for L&D or HR operations. It’s likely that L&D can’t be collaborative and holistic if it’s siloed to a single department—or a single person. But, there are still ways to collaborate with other leaders.

For many organizations, talent development, or L&D, has grown organically over time. It’s imperative to spread learning, training and development responsibilities across multiple departments and teams. Existing relationships within an organization matter, so it’s essential for employers to foster collaboration among L&D leaders, internal stakeholders, subject matter experts, managers and other partners throughout the company. This cohesiveness organization-wide further spreads L&D knowledge to grow organically. Some departments, such as sales and product, may also have their own teams to consider. For example, sales enablement can play a key role in training and developing sales teams. Sales enablement uses content, coaching, training and technology to onboard employees, improve their skills and teach them to sell.

Generally, the right team structure for L&D is closely aligned with strategic business goals. Once an employer has a solid idea and vision for business goals, employee L&D can be designed to help achieve them.

Organizational Structure

A feature that may significantly impact L&D offerings is whether the organization has a hierarchical or flat structure. A hierarchical structure resembles a pyramid and relies on a vertical chain of command with several layers of management. This type of structure typically has defined career paths and transparent reporting relationships.

On the other hand, a flat structure has few middle management levels between leadership and employees, giving employees more responsibility and decision-making authority. This is meant to allow employees to be more collaborative and interconnected.

The Use of Technology

Technology can play a major role in keeping employees engaged in the learning process and speeding it up. The right technological learning environment can facilitate continuous learning and foster a transformative workplace culture.

Intranets and video tools can help keep employees engaged and focused throughout the learning process. Additionally, implementing a learning management system or a learning experience platform can provide employees with essential resources by offering an automated learning process.

All Emplova clients have full access to our industry leading HR Compliance Platform with an integrated Learning Management System.

Workplace Learning Cultures

An authentic, continuous learning culture helps support a growth mindset in employees. Employees want to learn new skills to apply them to their jobs, but they also want to share knowledge with other employees. When employees don’t have L&D opportunities, they tend to become unchallenged or unmotivated.

To promote an authentic workplace learning culture, employers can:

• Personalize learning
• Support risk-taking
• Reward and recognize learning
• Leverage technology
• Hire lifelong learners

Legal Considerations

As with any workplace initiative, legal implications should be considered to avoid potential consequences and financial penalties. Employers should ensure employee development programs do not create potential liabilities due to discrimination, retaliation and training time payment. Therefore, employers should review the Title VII of the Civil Rights Act of 1964, the Fair Labor Standards Act (FLSA) and other applicable laws to ensure a healthy, legal workplace environment.

Emplova is a boutique Professional Employer Organization (PEO) that helps small to medium sized businesses grow and prosper by providing benefits, payroll, technology, compliance, and HR administration paired with concierge-style service and support. To learn how we can create a winning HR strategy for your business contact us today.

*Information in this overview is general in nature and not intended to replace legal advice in any particular manner.