L&D is the new sexy

Learning & Development is the new sexy.

We all know R&D (Research and Development) is very important for any organisation to improve their products and boost their services.

The most important reason to have an R&D cell in any organisation is to compete with other organisations that are investing in the same product or services.

Corporate R&D began in the United States with Thomas Edison and the Edison General Electric Company he founded in 1890 (which is today's GE). Edison is credited with 1,093 patents, but it's actually his invention of the corporate R&D lab that made all those other inventions possible.

As big corporates such as Apple, Amazon, Tesla, Reliance, Tata are too much focused on R&D that they always seek new talent and hire young people to their companies which creates vacancies by firing their old employees.

They don't have many choices because they have to compete with other corporates and have employees who are updated with new technologies,

old employees are generally not updated with new technologies that much cause they're not in touch with learning anymore.

That's why corporates these days started to introduce new methods in their organisations that are L&D (Learning and Development)

Learning and Development is a term used to describe everything a business does to encourage professional development among its employees. Training courses, development programs, online learning, development activities – as well as much more – all fall under the bracket of Learning and Development.

The benefit of L&D is that organisations don't need to outsource their projects anymore, they can teach their employees about the latest technologies and new projects in the market and asks them to work on those projects.

It will save extra investments on those projects and boosts the organisations' productivity also old employees are reliable, as we say 'new ones are gold but the old ones are diamond'.

In order to improve L&D quality organisations tie up with different teaching platforms such as Udemy, Coursera and many more.

For small organisations, the budget can be a problem and time to provide them to learn is also a hurdle in front of them cause small organisations always face a shortage of employees as they want to deliver more projects in less time in order to grow. So, for them, it's not an effective method but for big corporates, it is one of the most effective methods to retain their old and trustworthy employees and encourage them to learn and grow by providing certificates and rewards at the completion of their courses it's the best to encourage them.

Corporates also provide personal development programs in order to boost the productivity of the employees.

Additionally, it's worth thinking about setting up shadowing or 'pairing' opportunities for more junior team members to spend time working with more senior colleagues. There's a lot you can learn simply from watching someone with more experience go about their work.

Alternatively, many companies choose to offer their small team members designated Learning and Development budgets to spend as they wish. While this might sound like an unnecessary outlay, it can be surprisingly efficient – giving the employee the power to spend their own budget cuts out a lot of the faff. It means you don't need line managers or Learning Officers working on identifying development needs... instead, you can give your team members control of their professional development.

Providing a proper learning environment and creating pairs with seniors will improve the engagement between the employees and respect will increase among the employees as we know respect and trust is what many organisations lack these days.

Some companies have created their business for other companies to provide the best L&D for their organisation according to their needs.

I think the future of L&D programs is bright and soon most companies will create better work culture for the employees by providing a better environment to learn and grow.