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Crafting a L&D strategy in a SME

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Learning and development (L&D) teams, project managers, instructional designers and developers face major challenges when it comes to designing and implementing L&D strategies within small and medium sized enterprises (SMEs).

This is because SME employees not only have time consuming and high-priority job responsibilities, but also can’t afford to spend long periods of time on learning sessions which take them away from their day to day tasks and responsibilities.

As such, learning projects begin to rank lowly in the list of priorities for SMEs – a problem which is exacerbated when the objectives the training programmes themselves are unclear.

“Benchmarks of what constitutes the purpose and effectiveness of a training programme also continuously shift due to the influence of rapid market changes,” says Gary Lee, head of learning and development at Soo Kee Group.

“Alignment between management objectives and actual implementation therefore becomes one of the main constrains SMEs face when planning training programmes.”

In order to recognise and appreciate the value of corporate training, L&D teams must do all they can to win the hearts, minds and time of employees working in such small organisations.

Lee adds this includes shifting the “mindsets and attitudes within the organisation towards training, and seeing it as a sustainable strategy for present and future profitability”.

Lee will be delivering a keynote presentation on structuring an effective L&D strategy within an SME at Employee Effectiveness 2014.

Hear from him and the region’s pioneers of executive education and top HR leaders, who have developed and implemented top-notch and effective learning programmes.

Employee Effectiveness 2014 will be held from 18-19 June at PARKROYAL on Beach Road in Singapore. 

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