How Do We Become a Learning Organization?

By Staff Report

Aug. 14, 2012

Dear On the Sidelines:

Developing a culture of success—one built on continuous learning and stronger customer relations—is admirable and necessary in today’s pressurized business climate. It certainly is an initiative HR is equipped to lead.

Start by making the business case to your management team that your HR group has what it takes to drive this culture change forward. Present your initiative in a way senior leaders will readily understand, using language and facts that resonate with business impact.

For instance, consider the following example of how to make your business case:

“Our turnover rate of 20 percent is twice the level of the industry average. At a replacement cost of $150,000 per employee, we are spending $15 million more than our competition to maintain our workforce levels at optimum capacity. We need to focus on engaging and retaining our valued employees through continuous learning and a ‘customer-first’ focus. What could we do with an additional $15 million that would delight our customers? The HR team recommends (insert solid ideas here).’ ” Get the picture?

Lay out the concrete objectives human resources wants to achieve. Start with bottom-line issues, build in the supporting detail and conclude with the expected business results.

Be prepared to succinctly explain the actions HR will take to make this culture change a reality. Ask senior leaders to support HR’s efforts, partnering with them to define and outline their specific role(s) in the culture change program. Build a timeline and define the anticipated outcomes.

Present your case in this context and you will gain the confidence of top management to spearhead needed and beneficial changes.

SOURCE: Sandi Edwards, senior vice president, AMA Enterprise, New York

LEARN MORE: Learning Needs to Be Simple Enough to Make It Stick

The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

What’s New at

blog workforce

Come see what we’re building in the world of predictive employee scheduling, superior labor insights and next-gen employee apps. We’re on a mission to automate workforce management for hourly employees and bring productivity, optimization and engagement to the frontline.

Book a call
See the software

Related Articles

workforce blog

Commentary & Opinion

Why would a company wait a year to implement an anti-harassment program?

McDonald’s has a serious harassment problem that it needs to solve, and all waiting until next year won...

McDonald's, sexual harassment, training

workforce blog


Progressive Insurance gives interns an entry-level lesson in the new reality of office work

Rather than eliminate its internship program, Progressive retained it as its interns joined the pandemi...

employee engagement, HR technology, interns, internship, Progressive Insurance Co., recruiting, remote work, remote workforce

workforce blog

Commentary & Opinion

Diversity training is the opposite of ‘anti-American’

We all should be committed to the cause of fair and equal treatment of all Americans.

discrimination, diversity, Donald Trump