Human Resources

Toggle

Article

Anjali-Menon-resized
in All markets by

Faces of HR: How Anjali Menon is delivering high-impact training initiatives at Nestlé



Back in Hong Kong for its fourth year on September 5 at the Hotel ICON, Learning and Development Asia is bigger and better than ever before and earned its reputation as the most influential L&D strategy event in Asia.
Book your tickets now!
Contact us now for an amazing group discount

Anjali Menon, Head of Talent Centre of Competence – Asia Pacific, Nestlé, shares several best practices in delivering high-impact training initiatives including adopting a learner-centric approach, which focuses on experiential learning, through board games, cohort learning, and more.

Q What would be the current best practice in your organisation to ensure that your training initiatives deliver high impact learning experiences?

At Nestlé we have always focused on development of employees, leveraging the right methodologies and platforms. Training initiatives can deliver high impact learning experiences when the training is learner focused (what the learner is asking for) and is in alignment with the business needs and ambitions.

There are many best practices that contribute to high impact of training initiatives at Nestlé. One of them is focus on learner centric approach. Training initiatives at Nestlé are designed in alignment with this approach, focusing more and more on experiential learning. Use of board games, business simulations, case studies, cohort learning, online learnings etc. has helped in ensuring high impact and high retention of learning.

Business simulations and board games give learners a safe environment to learn new skills, make mistakes and learn from those mistakes, take decisions and experience the outcome of the decisions.

Cohort learning, case studies help to learn from each other and build networks, understand the power of coaching and peer learning. We also include huge number of online learning courses that are made available on the Nestlé internal learning platform. Employees can also leverage external learning platforms such as MOOC. Where the learning reaches out to the learner.

My key advice for implementation of training initiatives are agility and speed.

Q What are some of your key considerations when conceptualising your L&D strategy at Nestlé?

Some of the key considerations we at Nestlé focus on while conceptualising L&D strategy are:

  • Training is contributing to the business growth. This is possible when training needs identified are in alignment with the business plan/ business ambition.
  • Ensuring that training programmes are not only building current capabilities but also are helping build future capabilities for the organisation.
  • Equal focus on both leadership/soft skills and functional capability building which helps in holistic development of employees.
  • Learner centric 70:20:10 approach to support employees in their development
  • Leveraging technology (virtual learning, e-learnings along with traditional classroom training. Leveraging of technology helps in training reaching to wider number of learners/employees. Also, provides flexibility for the learner to learn as per their convenience.

Q What is the most critical advice you would like to share in the implementation of your training initiatives to ensure their success?

My key advice for implementation of training initiatives are agility and speed. In today’s dynamic business environment the skills and capabilities that are essential to the success of the employee and the organisation keep changing constantly, hence it is very important that training initiatives reach learners at a faster pace. Thus, speed in delivering the training offerings to individuals and businesses become very important.

Another very important advice would be to ensure that we are agile in our approach and ensure that training offerings are not cast in stone, but keep on evolving basis learner feedback.

Q What do you want delegates to get out of your session during the Learning & Development Asia 2019, Malaysia?

Organisations are a reflection of its’ people and vice-versa, hence ensuring employees are able to continuously upskill is most pertinent. Considering our current RUPT (rapid, unpredictable, paradoxical and tangled) environment. I would like the delegates to go back with the message that, firstly, continuous and business focused learning strategy is imperative for organisations to stay relevant for the future and present. Secondly, learning agility is one of the key traits you need to look for in your people.

“The illiterate of 21st century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn.” – Alvin Toffler


Catch Anjali’s session at #LearningDevelopmentAsia this 25-26 September 2019 happening at Aloft KL Sentral as he explores the difference of the L&D function from both the business and HR perspective.

As a special promotion for our readers, use the promo code “LDAFOHR10” to enjoy 10% off your ticket price.

Visit the event website to check out the stellar speaker list and reserve your seat! Or you can simply email our friendly colleagues at adrianr@humanresourcesonline.net and reggieo@humanresourcesonline.net to find out more.

Photo / provided



Less than 2 weeks to Learning & Development Asia. Speakers from Boeing, Marriott, Monetary Authority of Singapore, Shell, Singapore Exchange, Unilever confirmed to speak with more than 150 attendees.
Last few seats available, you don't want to miss it. Register now.

Read More News

Trending