Creating Impactful Learning Process by Using 7 Fundamental Learning Process as the Driver

Accelerated Learning Program for Higher Achievement (ALPHA) was created by Dr. Hora Tjitra based on literature analysis and research with over 20 corporate universities, learning centers, and department. ALPHA emphasized on The 7 Fundamental Process of Learning Framework which helps an organization to achieve business impact. The 7 fundamental process of learning showed that there were three kinds of process on Learning, Training, and Development process; Important process - is a must process for all LTD program, Excellent process - closely related the evaluation process and the continuity from training, and Strategic process - which related with the business goal. 

From this research, Tjitra & associates collaborated with Amerta Indah Otsuka - the company that brought you Pocari and Soyjoy - to invite learning & training experts to a Networking Sharing Event “Ensuring Business Impact With The Right Design on Learning” on April, 21st 2018 — with Mr. Widodo from Amerta Indah Otsuka who started the session with his own experience and sharing his piece of mind on the matter. Attended by learning & training experts, HR generalist and even Sales who came from different industry, this sharing session gave them an inspirational way how to ensure business impact from Learning & Training Department side. Participants praised the multiple perspectives provided by the diversity of participants because it has prompted them to learn how to see things from another point of view. The openness to share within a big audience also helped the learning and discussion during the event, as the diversity made things more interesting to share their experience on creating a learning and development for their organization.

Nowadays, Learning & Training Department become one of the most important in a company, especially in a company which emphasizes on talent development. Most of the Learning & Training Department responsibility is to ensure the employee needs on knowledge and skills on theme are fulfilled. Their main responsibility is to develop talent to be more competent and ready to achieve company’s goal or target. As one of the most important in a company, does executing training proper enough to help in a more competitive era? It’s not proper enough. Many of Learning & Training Department might focus on Internal services, which doing Training Needs Analysis (TNA) based on problems or gap, prepare the training module, list the participant, then execute the training and deploy the evaluation questionnaire. 

 They might have done the service and administration things, responsible on some consultative role by gathered the data from training evaluation, and a little strategy which ensure the training materials still on the right track in relation to business strategy. It is called a Traditional Central Function of Learning & Training Department. Mostly, participants on sharing event have already done process from “Training administration” (process number 1) until “Beyond the Training” (process number 4) which ensure the learning transfer. It means that they are running the important LTD Process with considering the excellent process. 

In a competitive era, a Learning & Training Department should give a contribution more than running a traditional central function to support the existence of the organization. Learning & Training Department should transform to become a Business Partner for the organization. The transformation includes structures, processes, and technology. As its role as a business partner, Learning & Training Department is focused on giving contribution for solution. By this focus, Learning & Training Department should run the LTD process until the Excellent process, which is become a Trusted Learning Partner. Role consultative and strategy are bigger when a Learning & Training Department is transformed to be a Business Partner. As a Trusted Learning Partner, Learning & Training Department should be an expert on learning & development area and drive the learning and development program strategically to ensure business goal or target is achieved on targeted time. 

All the participant was sharing each other about their condition on the company. From the sharing session, ran a Learning, Training, and Development program is not an easy way. It needs a lot of commitment from the LTD team to run the program so that they can encourage the talent to commit to the program. As LTD team in most organizations are often fully occupied within daily operational work, this sharing session intended to help put things in perspective for them and set as a reminder of the important thing that will lead them far. At the end of the day, it was emphasized that while organizations should facilitate and provide learning experience for the individual, but learning itself is the responsibility of the individual - so we have to understand that it is important to learn to advance our career but the most important is to learn for the sake of our own development.