New research from the Society for Human Resource Management (SHRM) shows companies with strategic learning and development programs report stronger workforce readiness, higher employee engagement and better business results than those without.
The report, titled Skills (R)evolution: Preparing Employees for Tomorrow’s Jobs, introduces what SHRM calls the Skills Strategist model. It identifies the traits and practices of organizations best positioned to prepare workers for future jobs.
“Strong learning and development strategies do more than help employees grow — they strengthen the entire organization,” said James Atkinson, vice-president of thought leadership at SHRM. “Our research shows that organizations taking a strategic approach to workforce development are better positioned to close skills gaps, improve engagement, and drive stronger business outcomes. That’s a powerful reminder that investing in people remains one of the smartest investments an organization can make.”
The research is based on responses from 1,891 HR professionals involved in learning and development work and 6,650 workers around the world. SHRM’s thought leadership team studied organizational practices across four areas: strategic alignment, learning assessment, learning design and delivery, and processes and tools. Organizations that scored strongest across these areas were labelled Skills Strategists.
Among HR professionals surveyed, 72 per cent said their organization’s learning and development strategy is mainly driven by the skills employees will need in the next one to two years. Only 4 per cent said their strategy focuses mainly on long-term skills needs.
Among workers whose employers offer learning and development programs, 78 per cent said taking part in those programs has a positive effect on their engagement at work.
Organizations identified as Skills Strategists were more than 2.5 times as likely as other organizations to say their learning initiatives effectively close workforce skills gaps, according to the report. They were more than five times as likely to report stronger employee engagement and organizational culture. Skills Strategists also reported stronger financial and non-financial business outcomes than other organizations.
The report says Skills Strategists take a more consistent and strategic approach to training. These organizations align learning programs with business priorities, assess current and future skills needs, and design learning experiences that are relevant and accessible. They also use systems and processes that support a more effective learning function, the report says.
SHRM’s findings point to several practices linked to stronger outcomes. These include personalizing learning to individual employee needs, introducing new learning pathways as needs change, having senior leaders visibly support learning and development, and setting clear guidelines for how artificial intelligence is used in training.
