Chief Learning Officers

Chief Learning Officers: Why you need them?

The C-suite is mostly CEO, CFO, and COO. Organizations, however, are increasingly realizing the need for CLOs or, as they are simply referred “learning officers”, on board. The presence of learning officers on board can have a measurably good impact on employee engagement and retention.

To achieve that, Chief learning officers work in close collaboration with HR managers to develop and execute L & D programs that meet organizations as well as individual learning goals.

CLOs are adept in recognizing organizational goals and building learning programs that meet the interest of the business. In simple words, they act as a strategic cross-link between employee engagement, retention, and business value. L& D programs are powerful employee engagement drivers. Many reports suggest that it is a pre-requisite for employees to consider a company before working for them.

 CLOs contribute to an important role in achieving strategic business goals.

3 Reasons Chief Learning Officers Are Needed

Employee engagement and retention.

According to SHRM’s 2016 employee satisfaction report, learning and development are some of the key factors for job satisfaction. Overall, there were 86% of respondents who took the survey said the organizations’ commitment to learning and development was an important factor in determining engagement and job satisfaction.

Learning and development drive loyalty and a sense of oneness among employees. CLOs, as the head of talent development, demonstrate unwavering commitment towards training the modern workforce.

Leadership building and succession planning
Millennials make the largest portion of the current workforce. Slowly, baby boomers are exiting the workforce.

Given this situation, employees need to be prepared for future positions. Industry report suggests employees that are trained, promoted within itself see better results in terms of performance and success than companies that bring contenders from outside.

It, therefore, requires a CLO on top of L&D programs who understand and can facilitate the smooth functioning of programs.

Increase productivity and propel profitability
According to Towards Maturity, learning, and development-based research company, companies investing in learning and development programs can expect as much as 24% increase in productivity.

Jane Daly, Head of Strategic Insights, says “High Performing Learning Organizations continue to add more business impact through strategic, evidence-led, targeted, & empowering L&D.”  

All in all, learning & development, unlike earlier, are not seen as an employee benefit measure. Instead, it is now a more business-impacting and strategic function that can deliver an increase in productivity and profit. That alone should be enough for businesses to consider hiring some who builds, oversees, and measures the impact of L & D programs.

Well, there you have them – three compelling reasons why you should get a learning officer on board if you don’t have one yet. Today, the C-suite is incomplete without a CLO in the mix. For growth, it is getting increasingly important that board rooms meeting hear the voice of a learning officer. After all, CLOs will not only give you engaged and productive employees, but leaders too.

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