More and more organizations see continuous learning as a prerequisite for competitiveness. In a rapidly changing world, skills need to be developed continuously and linked to business needs.
Learning has moved from being a one-off activity to becoming part of daily work. It requires the right conditions: time, relevant resources and support from management and supervisors. Learning needs to be practical and directly applicable. Leadership is central to creating a culture that prioritizes learning. Digital tools enable flexible and personalized solutions.
Organizations that invest in learning strengthen their ability to manage change and secure the right skills over time.
The conditions for learning in an organization are shaped by several interacting components:
The big picture determines how well the organization succeeds in translating ambition into actual skills development.
Informator offers a packaged maturity analysis that evaluates all six areas. The analysis is done through a combination of interviews and analysis of documentation, statistics and technical conditions.
The analysis is fixed-price and normally takes 4 to 8 weeks, depending on the size of the organization and the availability of internal staff. During the feasibility study, limited access to key people in the organization is required.
Informator knows that learning requires more than individual training. Learning happens through a combination of training, practice and application.
To be an organization where learning happens naturally and continuously, you need the right conditions. Informator can help you create these.
Each client project is unique, but at a high level the following elements are included. This overall approach applies whether it’s a specific program, such as a knowledge boost around AI, or whether it’s ongoing planning and follow-up of learning interventions. Read more about each step below.
Depending on the organization’s circumstances, Informator can take on different roles in the project. Sometimes we hold together entire projects and sometimes we are only involved as an advisor, coordinator and implementer of learning initiatives.
Developing well-designed competence plans requires both time and expertise. A competence plan describes how the organization will develop its competences, both at group and individual level, and ensures that the right skills are available for future needs.
Creating a relevant and effective plan requires the right input:
With these insights, we can develop a skills plan that not only supports today’s needs but also equips the business for the future.
The competence plan identifies the target groups concerned by the training intervention. We often divide the actions into three levels:
The plan also describes how these actions will be implemented and monitored to ensure that the objectives are achieved.
Informator has the expertise to create clear and well-structured plans that include all the necessary information for successful implementation.
Once the competence plan is in place, it should be implemented. The informateur can support both the planning and implementation of training activities, including
With our help, implementation will be smooth and efficient.
Follow-up takes place at several levels. On the one hand, each individual learning initiative is followed up, but there is also an overall evaluation against the original plan and reconciliation against the expected learning effect.
The follow-up is done by measuring quantitative key figures linked to learning, but also by following up via subjective surveys and dialogues with employees, clients and trainers.
For more information, please contact
Ola Källgården