Organisations today must rethink how they attract, retain and invest with talent or risk losing their best people. By tapping into ambition businesses have a unique opportunity to stand out among competitors and offer progressive learning that harnesses the future aspirations of its workforce.
The Open University (OU) partnered in TrainingZone in early 2021 to publish a whitepaper on how innovative organisations such as Uber and Novartis were using learning as a benefit to invest in the personal ambitions of workers. The Uber partnership with the OU allows eligible drivers on its Uber Pro loyalty programme the opportunity to study towards a degree, with tuition paid by Uber. The benefit can also be passed to a family member.
This innovative approach was explored further in a joint event hosted by the OU and TrainingZone. Hosted by renowned learning analyst Laura Overton and TrainingZone editor, Becky Norman, the event brought together L&D and HR leaders from innovative organisations using learning to attract, retain and invest with workforce talent – discussing each theme across three online sessions recorded on the OU campus in Milton Keynes.
Becky was on hand to share questions, poll results and comments from the virtual audience while Laura discussed learning strategies in-depth with the guests and explored the way they were leveraging learning as part of their offering to workers.
The sessions provided a range of different perspectives and insights to assist organisations in including learning as part of their offering to workers. As the OU’s Paul Hillan oberserved: “Organisations that have strong value propositions are the ones that win through in the end”.
Co-host Laura Overton has produced a highlights paper which is available on our Knowledge Hub.
Contact us to discuss learning as part of your benefits strategy
A handful of progressive organisations have found a novel solution to the struggles of talent acquisition in a candidate-driven market. These pioneers have tapped into ambition through adopting a new approach called ‘learning as a benefit’ – and it is working.
Discover how these businesses are doing it in the first of three panel discussions on ‘Tapping into ambition’ – an on-demand hybrid event from The Open University in partnership with TrainingZone that explored and evolved the concept of learning as a benefit in the new world of work.
A big part of us working with The Open University is that Uber is a big proponent of flexibility. Our business is built on it – a two-way flexibility where drivers choose if, when, where and for how long they work. This matches with The Open University approach, where drivers can earn and learn flexibly, which is really a compelling offer.
Sophie Carter
Public Policy UK & Ireland, Uber
A few pioneering businesses have entered into new territory that has reaped great results for worker retention. These organisations have tapped into ambition through adopting ‘learning as a benefit’ and seeing improvements in worker loyalty, wellbeing, inclusion and social mobility.
Learn how you can evolve your retention strategy in the second of three panel discussions on ‘Tapping into ambition’ – an on-demand hybrid event from The Open University in partnership with TrainingZone that explored and evolved the concept of learning as a benefit in the new world of work.
We should be looking at retention as part of your recruitment strategy. It’s not done is isolation or a siloed activity. We should be thinking in terms of re-recruiting every day. That’s part of your retention and ongoing engagement. Re-recruiting every day is keeping people engaged, retained and valued. You re-recruit everyday otherwise somebody else will be recruiting them.
Ettie McCormack
Learning & Performance Consultant
A old-hat learning is failing to support the aspirations people have for their careers, hobbies, work-life blend and families. How can organisations move past the conventional and tap into people’s diverse ambitions in a way that supports business performance? Thinking outside the traditional L&D box, a handful of businesses have tapped into ambition by encouraging development in skills beyond that which the business requires, through adopting the novel approach of ‘learning as a benefit’.
Take inspiration from these organisations in the last of three panel discussions on ‘Tapping into ambition’ – an on-demand hybrid event from The Open University in partnership with TrainingZone that explored and evolved the concept of learning as a benefit in the new world of work.
In the post-pandemic and post-Brexit world the skills landscape has changed significantly. Organisations need to take a long-term view. It’s not about doing it when there’s a problem, it’s about having a foresight.
Mark Cameron OBE
CEO, The 5% Club
Contact us to discuss learning as part of your benefits strategy