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As organizations tighten budgets, Learning and Development (L&D) often face cuts despite being recognized as a critical business driver. Many see L&D as an employee privilege rather than a vital investment in organizational performance.
Using various models to demonstrate impact, L&D professionals argue for the benefits of robust learning programs for return on investment, talent succession, and employee engagement. However, the challenge often lies in adopting the best-fit corporate learning strategy that aligns with the organization’s needs.
This article evaluates five corporate learning strategies, how to determine which strategy is most suitable for the organization, and the critical metrics for