Learning and development process

Learning and development process

Make Learning Meaningful, Broad and Deep is one of the most recurring challenges in any organization. No matter how much you invest in training your team, or how innovative your company’s cultural values are, every new hire will always be a challenge to fully onboard and have productive interactions within the team. This challenge does not become any easier as organizations become more digital than ever before. Digital technologies like Social Networks or Software as a Service (SaaS) platforms make it much easier to get access to information at any given time and outside of the office. An even bigger challenge comes with learning and development, especially when working on projects that require continuous learning from different sources at different times. To tackle this problem effectively you first need to understand why it exists in the first place. And this is where we come to MOET: “Motivation, Environment, Orientation, Training”… It’s not just a catchy phrase but rather one that comes with some scientific backing too. Researchers have identified four specific factors that contribute to employee engagement at work:


Motivation is the driving force behind any action. It is the inner desire to achieve goals and make progress. When employees are motivated at work, they are more engaged, productive, and successful. Companies that invest in motivation are investing in their future. Motivated employees are more likely to be engaged in their work and to make positive contributions to their company and the community.


People are driven in part by their environment. All human beings have certain basic needs and desires that drive human behaviour. Whether you are a worker in a factory, a doctor in a hospital, or a pilot in an airplane, you are driven by being in an environment that is conducive to finding a fulfilling purpose. People are motivated by the context of their work environment — the organization’s culture, policies, reward structures, tools, and so forth. Therefore, the environment you set for employees can greatly affect their motivation and engagement. Therefore, you can use technology, culture, policies and more to create the perfect work environment for your team.


The orientation of an individual to the world around him or her is the source and the context of human motivation. If you want to motivate someone, you must first understand their orientation in the world. The orientation of an individual to the world around him or her is the source and the context of human motivation. There are two aspects of orientation that are particularly relevant to the workplace: values and skills. Values are what drive an individual to action: they are the core principles an individual stands for. Skills are what an individual is best at: they are the abilities that are most important to an individual. Therefore, the skills and abilities of an employee will vary greatly depending on their environment. The company culture, policies, tools, and more all play a role in an employee’s specific skillset.


Training is a process that teaches employees new skills. Since learning is a continuous process, training should be as well. This means that training should be both ongoing and ongoing. When new skills or knowledge are being applied by an employee, he or she is “on-track” or “on-task.” When employees are “on-track,” they are more engaged, productive, and successful. Managers who understand the benefits of training will ensure that their organizations invest in training.


Feedback is the expression of an employee’s performance to others. It is the most obvious way for managers to provide feedback to employees. Managers should also make sure to get feedback from their employees. This can be done in a number of ways, including feedback boards and surveys. Moreover, managers should also make it a priority to get feedback from their employees. This can be done by asking questions such as, “What do you like most about your job/company? What can we do to improve?”


Learning is a continual process of growth and development. To be successful in this process, individuals will need a variety of skills, knowledge, and resources that can be learned through training, coaching, mentoring, and more. Individuals who have a well-developed learning management system in place can be more successful in their career because they will have the resources required to learn new skills and develop professionally. To keep employees engaged, motivated, and aligned with their organization’s strategy, leaders may consider implementing a learning and development process. This strategy can be used to create a centralized channel for training, provide recognition and rewards for learning, and more. As organizations shift to more digital solutions, it is important to have policies in place that help employees stay engaged and motivated while also being able to balance work-life balance with the demands of the job. To help support employees and managers, organizations can incorporate digital tools that allow for collaboration, communication, tracking, and more.