Human resources departments are typically small teams burdened with an ever-expanding list of responsibilities. A report from Sage reveals that 95% of HR leaders feel overwhelmed, and 81% are facing burnout. These overextended teams find it challenging to handle daily tasks, leaving minimal time for strategic initiatives, particularly in learning and development (L&D).
L&D has the power to boost engagement, retention, and productivity, yet many HR teams lack the capacity to develop and refine these programs. If we don’t alleviate this pressure, we risk long-term consequences for our organisations.
Economic uncertainties have tightened budgets and limited team sizes. High turnover and skills shortages make it challenging to find and retain top talent. HR teams are caught in the middle, expected to do more with less. As a result, urgent, short-term issues take precedence over important, long-term L&D initiatives. This imbalance leaves employees feeling unsupported, with 74% saying they can’t reach their full potential due to a lack of L&D opportunities.
The Long-Term Benefit of L&D
While training programs may take time to yield results, they offer lasting benefits. Investing in employee development fosters loyalty, with 94% of employees stating they would stay longer if their company invested in their growth. Additionally, 80% believe better access to L&D would increase their job engagement.
Companies know the importance of upgrading learning opportunities—it’s their top strategy to improve retention. However, freeing up time and resources for HR to prioritise L&D is the real challenge.
Here’s how to make L&D a priority:
Identify High-Impact Initiatives: Focus on high-impact areas first. Ask employees about the training they need and consult leaders on skill gaps. Align resources with these priorities to create a motivated and engaged workforce.
Invest in the Right Tools: Modern digital learning platforms make L&D more engaging and less resource intensive. These platforms offer automated, self-service capabilities, allowing HR to focus on strategic development rather than administrative tasks.
Foster a Culture of Continuous Learning: L&D is an organisation-wide effort. Encourage lifelong learning and professional development from top leaders to new hires. Establish open channels for feedback and community engagement to continually improve programs.
HR’s role has never been more critical. Empowering HR leaders to focus on strategic L&D initiatives is an investment in your organisation’s future. By fostering a culture of continuous learning, you enable your people to thrive.
Reprioritising L&D will require time and a new outlook, but the long-term benefits will be invaluable. At Expression for Growth, we’re here to help you navigate this journey, empowering your HR team and your entire organisation to perform at their best. Contact us today to start the conversation.
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