Lifelong learning in the workplace: a legal and strategic must
Training and development are not just buzzwords. On the contrary! They are the cornerstones of a thriving workplace. In a world that is constantly evolving, prioritizing the growth of your employees is essential. But why is continuous learning a necessity in today's landscape—both legally and strategically? And how do you create an effective training program? Find out in this blog!
.jpg)
Why training is a ‘must’ and not just a ‘nice-to-have’ for growth
The market is evolving at lightning speed: new technologies are emerging rapidly, and customer expectations are higher than ever. This is exactly why investing in training can make a real difference. Employees who get the opportunity to learn are not only more motivated and productive, but they also bring fresh ideas to the workplace that truly drive your company forward. Investing in lifelong learning is not a secondary concern—it’s a strategic move with impact at every level. And in the long run, your company will reap the benefits.
The mandatory training plan
The federal government also recognizes the importance of training. As part of the labor deal, the government mandates a training plan for companies with twenty or more employees. Such a plan provides an overview of both formal training, such as courses at a training center, and informal learning opportunities, such as on-the-job training, that your organization offers employees. Additionally, the training plan must pay special attention to specific target groups that have more difficulty accessing the labor market.
Until recently, it was unclear how to submit such a training plan to the Federal Public Service for Employment, Labor, and Social Dialogue (FOD WASO). However, this has now been clarified. The deadline for the 2023 and 2024 plans is set for March 1, 2025. From 2025 onwards, employers must submit the plan within one month of its implementation. Therefore, it’s best to start working on your training plan in time to comply with the latest regulations!
Additionally, there is news about the Federal Learning Account (FLA). So far, the De Wever-I government has decided to abolish its introduction. The FLA was intended to be a digital tool for tracking employees’ training rights and completed courses. The goal was to promote lifelong learning and provide employees with insights into their training rights through an individual digital training account. The government is exploring an alternative that would impose less administrative burden. We are closely monitoring developments to keep you updated.
Creating an effective learning & development (L&D) program
It’s clear that investing in training pays off. But how do you design an effective L&D program that ensures the growth of your employees? Here are some key steps:
- Identify training needs
An effective training program starts with identifying knowledge gaps at both individual and organizational levels. A thorough skills analysis is crucial. Look beyond technical skills and consider soft skills as well. By mapping skills per role—e.g., using a skill matrix—you gain insight into both employee development and the broader needs of your company. This provides valuable insights into training needs, internal mobility, and future career opportunities. - Develop a relevant L&D offering
A well-designed training program should align with both employees’ current and future roles, as well as the strategic goals of your organization. Combine technical and domain-specific skills with soft skills that have a direct impact on both individuals and teams. Training is most effective when newly acquired knowledge is immediately applicable in practice and focused on developing future-proof competencies. This way, you invest in growth and long-term impact. - Determine training costs and budget
A clear overview of training costs is essential for developing a well-thought-out strategy. Analyze not only the total investment but also the distribution per employee, department, and type of training. Based on this, you can assess whether a dedicated training budget adds value to your organization. For larger companies, a structured budget provides clarity, while for smaller businesses, it might create unnecessary rigidity. Striking a balance between financial control and flexibility is key. - Diversify learning experiences
Every employee learns differently, so a varied training approach is essential for maximizing impact. Combine traditional methods like classroom training, in-house courses, e-learning, and coaching with innovative techniques such as gamification, Virtual Reality (VR), and Augmented Reality (AR). These interactive learning methods make training not only more engaging but also more practical.
Not sure where to start? No worries! There are plenty of specialized partners and online learning platforms that can help you select the right learning methods. Choose a solution that is high-quality, reliable, and tailored to your company’s needs. - Encourage ownership
When employees take charge of their own development, their expertise, engagement, and motivation grow. This enhances the impact of training and contributes to a dynamic, learning-oriented organization. A strong learning culture begins with clear internal communication about available learning opportunities, such as e-learning platforms, workshops, and conferences.
Additionally, fostering knowledge-sharing through initiatives like lunch & learn sessions, inspiration talks, or internal mentoring programs can create a work environment where learning feels natural and valuable rather than a mandatory task. - Measure and evaluate
Training requires investment—not only from your company but also from employees. A well-thought-out evaluation process is essential to ensure that training programs are effective and valuable. Use clear evaluation criteria, such as the practical applicability of acquired knowledge, the quality of training methods, the sustainability of learned skills, cost-effectiveness, and participant feedback. By systematically assessing and refining training programs, you ensure that they are more than just a checkbox exercise—they truly deliver results. - Explore funding opportunities
Training doesn’t always have to be a major financial burden. There are numerous subsidies and support measures available for businesses. Additionally, a wide range of free training programs exist, making development accessible on any budget. Be sure to explore available funding options to see what your organization may qualify for.
By investing in employee development, you not only strengthen their skills but also enhance your organization’s agility. In a constantly changing business landscape, this is a strategic move that strengthens your competitive position.
Would you like to develop a well-thought-out and effective training policy? Our HR experts are ready to support you! Feel free to contact us for more information.
