Embracing Ownership in L&D

July 2, 2024

Jo O'Driscoll-Kearney

Chief Learning Officer, Majid Al Futtaim

In this interview with The HR Observer, Jo O’Driscoll-Kearney, the Chief Learning Officer at Majid Al Futtaim identifies two key areas of focus in today’s L&D environment which are the ownership of learning and the pace at which learning must adapt to advancements in artificial intelligence (AI).

Embracing ownership in an employees’ learning journeys

O’Driscoll-Kearney discussed the challenges and opportunities in learning and development, emphasising the need for ownership in learning and acknowledging the rapid pace of learning in artificial intelligence.

She explained that learning should be a collective effort, with individuals taking responsibility for their own learning journeys. She also highlighted the importance of staying proactive and engaged in learning to remain relevant in a fast-paced world.

Strategic decision-making in employee upskilling and hiring

O’Driscoll-Kearney explained that companies must consider internal mobility, stating that it’s often more cost-effective and can increase employee retention and productivity.

She emphasised that whether upskilling or moving employees within the company, both methods have their benefits and should be informed by data and research. O’Driscoll-Kearney also highlighted the importance of nurturing a company’s culture and values to cultivate loyalty and innovation.

Ultimately, the decision between upskilling and hiring should be based on strategic considerations and data.

Data-driven decisions in learning and development

O’Driscoll-Kearney affirmed that data-driven decisions are crucial for the industry’s progress and emphasised the importance of leveraging data to inform learning and development strategies.

She highlighted that data analysis can help optimise investments in talent development, improve hiring engagement, and increase retention rates.

She also stressed the significance of qualitative data in providing nuanced insights into learners’ experiences, perceptions, attitudes, and behaviours towards training. She concluded by stating that data-driven L&D initiatives make employees happier and more engaged.