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Every professional is talented in one way or another.  However, one of the keys for business success is to find the right mix of talent that can prosper within an organization’s unique set of internal and external environmental factors. Such an initiative requires the enabling of progressive practices that can infuse the required core competencies within the human fabric that covers the various organizational functions.  Consequently, Blended Learning has been synthesized by complementing online technology to the traditional concept of formal training. The following ‘SAGE’ framework has been devised to engage such an endeavor in an efficient, timely, productive and effective manner:

sage framework

CONSTITUENT ELEMENTS OF THE ‘SAGE’ FRAMEWORK

 

STUDY PHASE (S)

This Phase is focused on developing and inculcating a cohesive learning and development (L&D) strategy that acknowledges, understands, appreciates and accommodates the competency needs and expectations of an organization with respect to its corporate strategy.  It is owned by the senior management under the direction of the top management.  Key stages include:

  • Devising an organizational learning and development strategy in line with business sustainability & growth imperatives
  • Establishing an efficient and effective process for learning & growth on an organizational, functional, team & individual level
  • Developing an organizational map of available & desirable competencies within various functional hierarchies according to business sustainability & growth imperatives
  • Conducting training need analysis (TNA) for rationalizing learning & development imperatives
  • Sourcing & selecting suitable formal training and e-learning options

APPLY PHASE (A)

This phase is geared towards the efficient execution of the L&D strategy with the active solicitation, engagement and participation of all the key stakeholders.  It is owned by the middle management and facilitated by the senior management.  Key stages include:

  • Planning & scheduling of formal training calendar
  • Communicating formal training information to trainers, participants and their functional supervisors
  • Coordinating with functional supervisors of participants to ensure their availability for formal training with appropriate logistical arrangements

GALVANIZE PHASE (G)

This Phase caters to the realization of effectiveness achieved in fulfilling the aims of the L&D strategy.  It reflects the junction where online technology merges with formal training to provide a robust, lingering and sustainable impact of learning that facilitates progressive development of talent.  It is owned by the middle management and facilitated by the senior management.  Key stages include:

  • Monitoring & evaluating formal training for ensuring & gauging desired learning & development gains from formal training
  • Developing a list of recommended e-learning options from the internal knowledge bank/shared service offerings for advising the participants of formal training
  • Incentivizing trainees for utilization of recommended e-learning options from the internal knowledge bank/shared service offerings for reinforcement of formal training

EMPOWER PHASE (E)

This Phase positively reinforces the platform for launching future L&D initiatives and engenders higher levels of employee engagement.  It is owned by the senior management with assistance from the middle management under the umbrella of visionary leadership from the top management.  Key stages include:

  • Periodically reviewing the internal knowledge bank/shared service offerings
  • Authorizing & encouraging proactive acquisitions to timely update options pertaining to e-learning within the internal knowledge bank/shared service offerings
  • Motivating employees in taking proactive steps to enhance their professional credentials in accordance with organizational priorities and desired career progression through the available/accessible formal training and e-learning options

BEFORE WE DISENGAGE

This framework has been presented as a ‘baseline’, upon which, future L&D strategies/systems/approaches/methods can be optimally established, developed, deployed, monitored, reinforced, reviewed and improved to strengthen the progressive Talent Management initiatives.  Raising a glass to your success!

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