Learning & Development (L&D) has become essential for employees, not only for career growth but also for aligning with organisational goals. Employees must continuously develop new skills to remain competitive, while organisations rely on these upskilled workers to boost productivity and meet strategic objectives. The challenge lies in balancing personal development with workload, especially in regions like the Middle East, where upskilling is seen as critical to unlocking the future of work.

According to the PwC Middle East Workforce Hopes and Fears Survey 2024, in this region, 52 per cent of employees believe their jobs will change significantly in the next five years, compared to the global average of 36 per cent. This highlights a regional awareness of the need to upskill to stay relevant.

L&D helps employees build the competencies needed to adapt to technological advancements like artificial intelligence and automation, which are reshaping industries. HR professionals face the task of designing L&D programmes that simultaneously benefit employees and the organisation. When effectively managed, L&D does not force employees to choose between professional growth and productivity. Instead, both goals can reinforce one another. 

Employees who feel that their organisation invests in their growth are more likely to be engaged and satisfied with their jobs. In the Middle East, 61 per cent of respondents to the mentioned survey have a clear understanding of how their skills are expected to evolve. This alignment between personal growth and job requirements fosters a sense of fulfillment and motivation.

According to this recent study, workforce planning has become a critical priority, especially in Egypt, the UAE, and Saudi Arabia. Nationalisation policies have made the identification of skill gaps and the development of local talent a top concern. In these countries, HR professionals are focusing on upskilling and reskilling as key strategies for long-term productivity.

Additionally, the growing focus on green skills in the region reflects a collective push toward sustainability. With 62 per cent of Middle Eastern respondents acknowledging the importance of green skills compared to 39 per cent globally, this region is positioning itself at the forefront of sustainable growth.

L&D programmes designed to enhance skills that align with business goals lead to increased efficiency and productivity. Upskilling employees ensures that companies can pivot quickly and meet evolving market demands, whether it's in emerging technologies or sustainability initiatives. Organisations that support continuous learning build a culture of innovation and adaptability.

How HR professionals can design effective L&D programmes?

Balancing L&D with organisational objectives and employee workloads is challenging but achievable. HR professionals play a pivotal role in ensuring that employees can engage in L&D without compromising their productivity. Here are several strategies to achieve this balance:

#1 Assess Workload and Prioritise Learning

HR professionals should encourage employees to assess their workloads before integrating learning into their schedules. Tools such as priority matrices, Kanban boards, or Gantt charts can help employees visualise tasks and identify time slots for professional development. Employees can track their time using calendars or time trackers, which help in balancing ongoing work with learning commitments. For instance, setting aside just 30 minutes for personal development early in the day, when the mind is sharp, can enhance both personal and professional outcomes, as suggested in The Miracle Morning by Hal Elrod.

#2 Align L&D with Organisational Objectives

To avoid conflicts between personal development and organisational needs, HR must align learning initiatives with business goals. Upskilling programmes that focus on emerging technologies and green skills align with both regional and global agendas for sustainable development. Personalised learning plans should cater to both employees' career aspirations and the company's strategic needs, ensuring that each L&D activity serves a dual purpose.

#3 Offer Flexibility and Modular Learning

Flexibility is key in balancing L&D and workload. Employees should be offered various learning formats, such as online courses, in-person workshops, or on-the-job training. By breaking learning content into modular segments—smaller, digestible units—employees can progress at their own pace. This not only makes learning less overwhelming but also allows them to fit learning into busy schedules.

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#4 Track and Measure Progress

HR professionals must implement systems that track L&D progress and its impact on organisational productivity. Key Performance Indicators (KPIs) can be set to monitor how learning enhances employees' capabilities while meeting business objectives. Regular feedback from both employees and managers ensures that L&D efforts remain aligned with company goals and individual career development.

#5 Foster Communication and Leadership Support

Communication between employees and their managers is essential for workload management and professional development. Employees should be transparent about their developmental needs and how these align with organisational objectives. Managers can help by offering flexible schedules and recognising the importance of personal growth. Leadership support for L&D not only boosts employee morale but also encourages a culture of continuous learning, benefiting both individuals and the organisation.

Key Takeaways

• Use tools to assess workload and set aside time for learning.
• Personalise development plans that benefit both employee growth and business objectives.
• Offer modular learning options that fit into employees' schedules.
• Track progress through KPIs to ensure L&D enhances both productivity and career development.
• Encourage open communication between employees and managers to balance workload and learning.