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What Are Learning And Development Programs? | A Complete Guide

Want to learn about learning and development programs? In this post, we cover the basics of L&D programs, starting from the definition to understanding how to use them effectively.

In the fast-changing business world, companies have to use all available tools to remain relevant. Many factors can have an effect on the competitiveness of an organization on a global scale. The skills of the employees are among the most important aspects of business growth.

What Are L&D Programs?

Learning and development is a term that is widely used in the business field and Human Resource Management specifically. L&D strategies are meant to improve the skills of the workers and business performance in the long run.

College students can already get used to the basics of learning and development strategies in their studies. For example, when you search for an online essay writer, you try to prioritize your time. With the help of the essay writing service, a learner can focus more on professional and personal growth.

Also, students can put learning and development strategies into practice, especially when they pursue a business major. The graduates have to keep in mind that with the help of the L&D programs, companies choose their employees and future promotion opportunities.

Today, businesses all over the world continue to spend money on training their workers both for entry-level jobs and for higher positions. Studies show it is much cheaper to hold on to the current employees and provide them with tools for growth. In contrast, hiring a new person is much more expensive and requires additional time for training.

With the help of effective L&D strategies, companies can get the best out of their workers. Basically, the HR department can identify the gaps in the skills of particular employees. After that, the learning and development programs have to fill these gaps. L&D strategies make sure that the workers continue to progress further within the organization and in life.

Also Read: Employee Relations | A comprehensive guide

What Are the Benefits of L&D Programs?

There are multiple benefits to establishing learning and development strategies within a business environment. These advantages include the following:

keeping the best employees in the field
reducing the financial costs of constantly changing workers
improving the satisfaction of customers
being able to compete with other businesses

What Are the Main Concepts of the L&D Programs?

Usually, L&D strategies can vary for businesses with different HR tactics. In addition, the number of workers can also influence learning and development practices. Larger companies with big HR departments usually have a whole team that creates L&D programs for the personnel.

In smaller businesses, learning and development is typically the responsibility of one manager. This is not necessarily a weakness. For example, in this case, L&D programs can be adjusted to the needs and requirements of a specific employee. In contrast, big companies usually follow a single formal training and protocol for all workers.

Also Read: New Hire Orientation | A complete guide

Basically, the L&D approach includes the following concepts:

Learning	This is the first step in the L&D program, as it introduces new skills or knowledge to the workers. Usually, an expert is invited to the learning and the training parts of the L&D activities.
Training	This step includes the application of the received knowledge into practice. For example, the workers learn about a new technique of communicating with customers. After that, they are put through training with possible scenarios where this information can be potentially applied.
Development	This is a long-term step that requires further use of the received knowledge and skills. Some experts say that the professional goals of the workers have to be the same as the goals of an organization. In this case, the development step of the L&D program becomes possible.
Education	This is more of a concept than a step. The workers have to show that they are ready for education. In turn, the managers have to be ready to provide the tools for it. By working together, the employers and the employees can achieve the best result.

Also Read: Culture index survey | A comprehensive guide

How to Use L&D Programs Effectively?

So, you have already decided that you need learning and development strategies for your business. HR managers usually have some problems with creating a solid plan at the beginning. Here are some tips on how to adjust L&D programs so you can make the most out of them.

1. Pay Attention to the Specific Needs of the Organization

It might be difficult to follow all current trends that are going on in the business environment. Instead, it can be a good idea to identify the skill areas within the company that can be improved.

2. Communicate With the Workers

Even though big businesses have a lot of resources, they rarely take time to know their employees. Experts say that when a person feels noticed and appreciated, they become more motivated to grow. So, it will definitely be helpful to create personalized plans for learning and development.

3. Divide Your Training Into Segments

No one wants to spend the whole weekend away with their colleagues doing some training activities. In fact, many people believe that off-site professional coaching does more harm than good. It is better to offer materials for self-training. If the job requires on-hand practice, it is better to have several short sessions.

4. Treat Your Personnel as Valuable Members of the Team

Of course, this should be a rule in any business. Within learning and development programs, workers are encouraged to express their personal goals. In this case, managers can see the potential areas for growth of these employees inside the company.

Also Read: Employee engagement surveys | A how-to guide for everyone

Final Words

To sum up, L&D programs are tools with the help of which workers can progress within the organization. Several years ago, the HR department was only responsible for hiring and managing the personnel. Today, its role includes ensuring that the workers are happy and accomplished.

Learning and development programs improve the productivity of the employees and boost their careers. Also, L&D strategies help in accomplishing the goals of the organization in general. So, it is pretty clear that these tools have only positive effects on business growth.

You can start by getting to know your workers and asking them about their vision for the future. You will be surprised how open your colleagues can be! Every employee is a part of a bigger machine, and L&D programs can make sure that it runs smoothly.

Charlie Bird

Charlie Bird is a professional journalist with 10+ years of writing experience. She writes on topics she is passionate about, and that, in her opinion, can bring the most value to the reader. Her goal is to educate and offer a helpful piece of advice.

8 Steps to Create Best Volunteer Programs Your Employees Will Love

HR, Employee

Today, employees are looking for a more meaningful, engaging, and rewarding workplace. Here’s how you can create the best volunteering programs for your employees.

According to a report from City Philanthropy, 53 percent of under 35s want to volunteer more than they currently do.

Not only is volunteering a good thing to do, but businesses that provide paid time-off for volunteering can retain and attract the best talent, as well as instilling a sense of meaning and purpose in employees and increase productivity.

However, in order to achieve this, you need to create an employee volunteer program with a lot of care. You would also need to set up an employee volunteer policy because it should always go hand in hand with your volunteer program.

Why are employee volunteer programs a good idea?

Before we take a look at the different steps you should follow when creating an effective employee volunteer program, let’s take a look at some of the key benefits you will gain by implementing one:

Increase employer brand awareness
Give your employees pride in their place of work
Boost employee retention rates
Create a more connected and stronger workforce
Increase employee empowerment
Enable employees to develop and learn new skills
Uncover future leaders for your business
Enjoy a healthier and happier workforce

How do you create a successful employee volunteer program?

Now that you know all of the benefits associated with employee volunteer programs, it is not difficult to see why they come so highly recommended.

Nevertheless, to experience all of these advantages, you do need to make sure you put together such a program with a lot of care. So, let’s take a look at the different steps you should follow:

1. Assess the current needs in your local community

There is only one place to begin, and this is by investigating what is needed in your own community at the moment. This information can typically be found online with ease.

At the same time, it makes sense to find out what interests your employees have by carrying out a small survey.

Once you have assessed your employee interests and the needs of your community, you can start narrowing your focus. A lot of companies that have thriving volunteer programs will typically focus on one or two areas only.

At this stage, you should also think about what your program is going to be called. This is important because it makes volunteer outreach and branding a lot easier.

You also need to consider if volunteer time is going to be unpaid or paid, as well as determining how much input you are going to allow your staff to have.

Also read: Problem solving activities | Everything you must know

2. Coordinate your volunteer program and business objectives

When determining the focus of your employee volunteer plan, you need to carefully think about how this is going to coincide with your existing business plan.

It is important that your successes and efforts are meaningful and can be communicated with the community and your customers with ease.

If you select a volunteer focus that complements the daily running of your business, this will enable your employees to utilise their specialist skills within the community while also being established as experts in their field at the same time.

3. Get support from the top executives at your business

Next, you are going to need to secure support from your CEO or president. This is critical. This person should be actively encouraging and promoting the volunteer program to all workers within the company, as well as supporting the reward and recognition of business-sponsored volunteerism.

It is just as critical for your management team to buy into your employee volunteer program as it is for your president or CEO. Not only are managers going to have the ability to be more generous in terms of determining time off periods for workers, but they are also going to be more inclined to volunteer their own experience and expertise to the organisation of your choosing.

Also Read: Office management | A complete guide

4. Look for different partnership possibilities

In addition to the different parts that we have discussed so far, we also think that it is important to spend some time looking for different partnership possibilities.

You can strengthen and expand your employee volunteer program with ease when you partner with other businesses and organizations. This is why you should look into the possibility of teaming up with various suppliers and/or customers.

Non-profit organizations and schools will almost always be happy to benefit from extra volunteers.

Furthermore, you may want to look into the possibility of using national volunteer mobilization events, including National Volunteer Week, National Family Volunteer Day, and Make a Difference Day.

5. Match corporate volunteerism and corporate giving together effectively

You should consider concentrating on corporate donations in the same area so that you are able to improve the volunteer efforts at your business.

Should your employee volunteer program focus on a partnership with a non-profit, for example, you can make the most of fundraisers at your business so you can donate proceeds to the organization in question.

Also Read: How to engage employees | Everything you must know

6. Quantify and evaluate your volunteer program

As with all of the different elements of running a business, it is imperative that you quantify how successful your employee volunteer program is.

These are the critical numbers that you are going to want to make sure you highlight in both your board reports and community relations pieces.

Some of the vital areas that we advise you to keep statistics on are as follows:

Pound value of volunteers time
Amount of money you have raised
The number of individuals who have served
The number of organizations that have served
Amount of time donated per every activity
The number of employees who volunteer

Another critical piece of evaluation is feedback. It is advisable to survey the employee volunteer program participants to discover the degree to which they have enjoyed the opportunities to volunteer, how satisfying they have been, and whether or not they feel like they are making a valuable contribution to the community.

If your business is able to, you might also want to quantify the improvements in areas like brand recognition or revenue due to the increased marketplace visibility.

Also Read: How to motivate employees | A complete guide

7. Provide rewards and recognition

The penultimate step is to provide recognition and rewards for those who have participated in these programs. Yes, a lot of people believe that acts of altruism are rewards in themselves, and we are sure that your employees will agree. Yet, at the same time, a little bit of recognition and a small gesture can go a very long way.

Some of the small gestures you may want to consider in this regard include gift cards, coupons, plaques, and certificates. These sorts of things can help to ensure your program is invigorated while keeping those employee motivation levels high.

A lot of the most successful employee volunteer programs will host a ceremony every year so that volunteer efforts are recognized formally. You may want to also consider inviting the media to events like this so you can boost public awareness.

Also Read: Culture index survey | A comprehensive guide

8. Publicize all of the efforts relating to your volunteer programs

The final piece of the puzzle is to make sure that you get the word out about all of the accomplishments that have been achieved as a consequence of your employee volunteer program.

You should use a number of different methods of communication in order to get the word out about your volunteer program successes. This includes both external and internal communication mediums.

There are lots of effective and impactful ways that you can get both the community and your workers talking. This includes traditional advertising methods, as well as online marketing strategies, such as email, an effective website, and social media. Bulletin boards and newsletters can also be very successful in this regard.

There are a lot of different benefits associated with this. Firstly, such marketing material and content can help you to get new volunteers involved for any of the campaigns you have running in the future. After all, they will be able to see the benefits that the campaigns had, as well as the high praise that your workers have heaped on in regards to your volunteering efforts.

Furthermore, we cannot deny that publicizing your efforts relating to volunteering will act as an outstanding public relations tool for your business.

All businesses today need to look for different ways to market effectively and stand out from the competition. Having an effective and successful volunteer program in place is one of the best ways of doing so, as it gives employees extra purpose, which boosts retention and your brand image.

Also Read: Team Building | Everything you must know

Final words on creating a great volunteer program

If you follow the advice and suggestions that we have provided above, you should be able to construct a volunteer program that helps you to hold onto your best business talent, as well as attracting leading candidates in the future.

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Gross Misconduct | What is gross misconduct at the workplace, 7 examples & how to handle them amicably?

What is gross misconduct at the workplace? Here is a comprehensive guide, along with examples and insights on how to handle them. Read on!

Gross Misconduct

Workplace decorum and dignity demand following appropriate etiquette and conduct. Every employee is expected to adhere to the norms and ethics defined by the company. Gross misconduct is unacceptable and punishable under law. It may lead to suspension and even dismissal from the company.

In this article, we will understand misconduct definition, employee misconduct examples, and how to handle it.

Also Read: Team meeting agenda | A how-to guide for everyone

What does misconduct mean?

How to define misconduct at work? In dictionary terms, the word misconduct is inappropriate, improper, and unexpected behavior from a person, employed in a company. Employees are given a second chance to improve or rectify unlike gross misconduct when a person can be dismissed without any warning.

It must be seriously condemned and prevented for the well-being and reputation of the organization. A person with erratic behavior creates a negative influence on the other employees and even the work environment.

Gross misconduct definition

How to define gross misconduct? Gross misconduct definition states severe misbehavior by an employee in an organization related to physical violence, theft of company assets or proprietary rights, extreme work negligence, and so on.

Employees with gross misconduct are seldom provided an opportunity to sort out or amend their behavior. Without any written or verbal warning, they can be easily terminated from the organization. An exception can be granted to employees working for a long term in the company or who have a good previous record. But those occasions are rare.

Also Read: Employment Contracts | A how-to guide for everyone

Difference between misconduct and gross misconduct at workplace

Let us now try to understand what is considered misconduct at work and when can you term it as gross misconduct. Misconduct is less serious than gross misconduct. For example, unauthorized usage of company IT or physical assets may not have severely impacted the security or authenticity of the organization.

Whereas if the same action leads to loss of data or leakage of confidential data to the outside world, it is considered gross misconduct. Employees offended for misconduct are provided an option to rectify their actions. But employees who are guilty of gross misconduct are punished immediately without any second chance.

Examples of gross misconduct in the workplace

Here are some examples of gross misconduct in the workplace. They will assist you judge which actions or behavior of employees can be categorized as gross misconduct. You can initiate appropriate action against them to protect the integrity of the organization and the other employees.

1. Harassment and bullying is gross misconduct at work

Harassing other employees and bullying them intentionally within the office premises is gross misconduct at work. It is one of the serious examples of gross misconduct in the workplace, which must be condemned urgently.

Such actions often lead to mental anxieties and worries among other employees and hamper the safety and security of the work environment. Besides, a wrong impression is portrayed outside, damaging the company’s reputation and market presence.

2. Gross insubordination

Gross insubordination is abusive, vulgar, and disrespectful behavior towards colleagues and supervisors within the office premises. It is a perfect example of gross misconduct in the workplace.

Employees often revert to direct negligence and avoidance of performing their duties and responsibilities by following the safety norms. Their action can be also be disrupting the normal functions of a project or a program being delivered in a unit or department.

3. Theft is one of the gross misconduct examples

Theft of company IT assets, physical assets, copyright documents, confidential data, and information is one of the grave gross misconduct examples. Exposure to sensitive information is a potential threat to a company’s existence and sustainability.

It creates a negative impact on the stakeholders in a company, leading to a downfall in the share market and a loss of substantial revenue.

4. Threats of violence is a serious misconduct

Physically abusing and threatening colleagues, peers and supervisors is serious misconduct, must be condemned and punished. Such behaviors are unacceptable as it directly impacts a person’s security and well-being in a company.

It is one of the examples of gross misconduct in the workplace that is against a company’s ethical policies and norms. Threats of violence lead to serious repercussions and consequences within employees and hence need immediate and urgent attention.

5. Continuous negligence of work is against work conduct

Negligence of work continually is against work conduct in a company. It disbalances the harmony in the team. It is one of the misconduct examples that severely impact the collaboration and cohesiveness in a team.

The timeline of the project or program is compromised and also the overall productivity. Such a habit must not be encouraged within an organization as missing deadlines due to negligence may lead to incurring expenses.

6. Usage of drugs on company premises is under employer misconduct offense

Under the employer misconduct offenses list, usage of drugs on company premises is one of the alarming misconduct at work examples. It is illegal and offensive under law as defined in the drug and alcohol policy of the majority of the companies.

The employees violating the policy are legally liable to face trials. Besides, drugs hamper an employee’s physical and mental state, harming the work environment.

7. Not following security norms is against gross conduct

Following security procedures and norms are directly related to the security and safety of a company. An employee defying them is against the gross conduct policies defined in the company legal books. It may open up the company’s secret and confidential data and information to hackers and spammers.

Hence a company may face a downfall, loss of revenue, reduction of company share values, and even bankruptcy. Not adhering to security norms must be included in your list of misconduct in the workplace for adopting appropriate actions.

Also Read: Problem solving activities | Everything you must know

How do employers handle gross misconduct?

In this section, we will discuss the steps adopted by companies on how to handle gross misconduct. Employers must define misconduct in the workplace in their legal and HR book of records and act accordingly. Failing which the integrity and moral ethics of the company will be in danger. Besides, there may be financial implications as well hampering the future growth of the company.

1. Suspension work misconduct

After a proper judgment of the level of work misconduct, you can decide to induce a suspension period for the convicted employees. During the period, bar certain privileges of accessing the company website or an internal portal. Ensure they revert to the HR or legal department of the company when required, but prevent them from accessing the workplace premises.

2. Termination for misconduct

Misconduct after suspension or multiple warnings leads to termination from the company. Or there may be situations where the act is grave enough to terminate without warnings. Ensure all the steps undertaken for dismissal due to gross misconduct. Document them well and hand them over to the HR department.

3. Misconduct sentence Trial

Gross misconduct sentence trial is executed when the behavior or act is against any law or ethics defined in the company books. It may also be a violation of statutory norms or policies defined in the country or state. The employees in such situations have to face legal actions and run for trial in court.

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How should employees handle a gross misconduct allegation?

Employees need to handle a gross misconduct allegation with grace. Debating, arguing, or misbehaving may lead to further confrontations with the employers and may instill permanent damage in their careers. They should understand what is considered misconduct in the workplace and cooperate with the proceedings.

1. Ignorance of policy is a legal excuse for an employee

Ignorance of policy is a legal excuse for an employee. Employees must understand the policies defined in the company books or HR records during the hiring process. Negligence of adhering to it qualifies under gross misconduct.

2. Cooperate with the gross misconduct termination

During the gross misconduct termination process, employees must cooperate with the proceedings. Misbehavior may result in bad references or acknowledgment in the termination letter. The employees may not be able to apply for any respectable jobs in the future. Good behavior may prevent such actions by the employer.

3. Understand why the company fired for gross misconduct

Employees must seek polite justification as to why the company fired for gross misconduct. Respect the decision and abide by the proceedings. Avoidance in obeying the rules may lead to legal implications and hence must be strictly avoided.

Also Read: Distributed teams | A complete guide

What does misconduct mean for unemployment?

Gross misconduct unemployment is the termination or dismissal of employees for inappropriate behavior or actions. When the acts of the employees seriously impact the company’s reputation, security and integrity then decisions are taken for firing them. This leads to unemployment due to a violation of the company’s policies and ethics.

What are the types of employee misconduct?

Employee misconduct or gross misconduct can be classified as,

Offensive or abusive behavior
Theft or stealing company assets
Use of drugs and alcohol in office premises
Violating safety protocol
Physical threats or violence
Damaging company-owned properties

Also Read: Trust remote teams | A comprehensive guide

What is gross insubordination definition?

Gross insubordination is one of the examples of misconduct in the workplace. It is refusing to obey the order from the management or supervisor and is intentional. Also, it implies non-performance of the duties and tasks assigned to the employee thus leading to inject serious punishment.

Define gross incompetence

Gross incompetence is not intentional as contrary to gross misconduct. It is the failure of the employees to keep up with the expected competency level demanded by the company. The act doesn’t need to lead to dismissal in the first place.

Companies invest a certain amount of time and money to enhance the competency level of the employees through training, guidance, and support; failing may lead to termination.

Kuntala Banerjee

Kuntala is a versatile writer with a focus on diverse areas around work, productivity, collaboration at work, hiring, management, HR, and training. Her background of past experience in technology and consulting helps in molding razor-sharp insights into the research and user-focused content she creates. Professionally she is an IT consultant in a sales role and also a writer of short stories and poems, travel blogger, and fashion influencer.

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