Leveraging learning interventions for talent development: an inductive approach

Purpose: The paper aims to focus on the question “How can we leverage learning interventions for talent development?” The rise in the need for learning and development for employees has become a priority and a primary reason for job dissatisfaction. Learning and development initiatives are believed to build the required through training campaigns, competencies, and exposure to critical experiences where employees across different bands and streams can be nudged to attend training, enhance their skills, and increase engagement. For an organization to have a learning culture, the most important thing is employee awareness concerning their learning and how their learning is benefiting the business and aligning the individual’s needs to organizational goals. It is usually found that because of time constraints and other factors, employees do not pay much attention to up skill themselves, which calls for a systematic framework to nudge them for inculcating a learning environment. Design/Methodology/Approach - An explorative, qualitative study based on focus groups designed. Findings: Due to time constraints and other factors, employees do not pay much attention to up skill themselves, which calls for a systematic framework to nudge them for inculcating the learning environment. Limitations: Based on the findings, few priority aspects may be crucial to the learning environment. Originality/Value: This paper serves the purpose of explaining the necessity of learning intervention techniques for talent development.