Learning and Development Team: 3 Powerful Methods to Think of Post Onboarding Process


The new joiners are now accustomed to the culture in the company and are settling in. It is time to check their efficiency and knowledge gap.  

Employees often gain through continuous professional education (CPE) credits so they can make a case for a promotion. These credits can be in the form of course completion certificates, courses attended etc. 

KPIs, such as the total CPE credits employees earn, instead of the business impact created can create false narratives. CPE credits are easier to measure, but flawed incentives produce flawed outcomes.  

How to give better learning resources to increase business?  

Here are a few ways how you unknowingly might be killing the team’s learning: 

#1 Provide learning at the right time 

 People learn best when they have to learn.  

When employees learn on L&D’s schedule, and at a time when it bears little immediate relevance to their role — their learning suffers. 

Over 61% of respondents wanted individualized training – training that addressed their specific skill gaps. 

To know if the time’s right to introduce another round of training, you might want to show your employees the gap between their skill and the level they need to reach in a given technology.  

One of the ways to do so without risking the ongoing projects is to assess their skills in a cloud environment.  

An IT company specializing in ERP-based services ensured their employees get the training based on their needs.  

They started with assessing the efficiency of their employees in using MS SQL where the test was auto-evaluated. Based on the results, the learning and development team in the organization arranged for the exact training program that the employees needed.  

Challenge labs are built to solve this specific use case. 


2# Introduce hands-on learning 

According to German psychologist, Hermann Ebbinghaus 75% of the learning is forgotten if the new information is not applied right after six days of learning it. 

An environment to test theoretical knowledge encourages the employees to practice without worrying about hampering the ongoing projects. The employees apply the new gained knowledge and experiment with what they think might work best.  

This does not just improve the knowledge retention but also gives them a hands-on way to approach similar projects. It again is a win-win for both the parties.  

L&D team reduces the cost incurred to the company by using playground labs, that helps with saving cost overruns in setting up and managing the lab environment. It also makes the training session efficient for the employees.  

3# Encouragemployees to learn 

Even though employees have the leisure to choose the learning material they need, they are rarely doing so. It is imperative for the employees to be aware of their growing learning needs. 

Learning should be a core component of the work culture in a company and it   should be encouraged, promoted, and appreciated. This approach trains people on what they need to know to do well in their roles.  

Once the employee voices their learning needs, it becomes crucial for the L&D team to respond with the effective learning material. That is where you come in- to fill the learning gap with effective learning solutions and methods.   

Hands-on labs provide employees with hands-on experience- from how to design to building a prototype for an app! 

Hands-on learning for corporates 

The significance of hands-on labs for corporate has been understated for far too long. The increasing pressure of running cross-functional teams, coupled with the need to drive business outcomes and survival in today’s marketplace, calls for more hands-on learning. 

Give your team the hands-on practice they need —  

  • Measure baseline hands-on technical expertise and monitor skill growth improvement 
  • Build your team’s problem-solving skills and view real-time skills with our powerful skill profile dashboard. 


The measures taken by the learning and development team will decide how the business scales by increasing the efficiency of employees.  

Yesterday’s methods will not bring tomorrow’s results. Move from measuring CPEs earned to measuring business outcomes created. 

Focusing on futuristic strategies with the use of blended learning and hosting it on LMS is the key to scale the business.  

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