Howme [NYSE: HWM]

Bobby Ross

Workforce Learning Optimizer

Bobby Ross is a seasoned learning and development professional with over two decades of experience across multiple industries. At Howmet Aerospace, he manages employee training programs, leadership development and workforce capability in collaboration with the talent management group at its Centre of Excellence.

In an interview with Manage HR, Ross discussed the impact of learning programs in achieving organizational goals, the importance of building a learning culture and prioritizing skill development.

Aligning Learning Strategies with Organizational Goals

Learning and development efforts should be aligned with organizational goals to achieve long-term success. At Howmet Aerospace, we align our targets with company goals like attracting quality talent, improving retention, enabling internal mobility and adopting digital solutions.

We have four different business units, and each of them pursues different goals and faces distinct challenges. Our focus is to find the common point to attain balance and move the business toward its objectives.

Strategic Prioritization of Skill Development

We prioritize skill development to ensure that it aligns directly with organizational goals and business needs. Each operational issue can be addressed with a particular skillset. These skills are identified and prioritized based on the urgency of the problem and the time and effort required for employees to learn the skill. Skills can be taught through structured training or behavioral change that requires individual attention.

The impact on employees and the scope of retention are other key factors. Transferable skills should be prioritized as these can be applied across different departments and business units, and help employees progress in their careers. This will develop a sense of loyalty and commitment, as they see the company’s dedication to their long-term growth.

Impact of Learning and Development Programs

The impact of learning and development programs cannot be evaluated with just completion rates. The focus should be on the learning objectives of particular programs and their contribution to attaining organizational goals.

For example, the success of training provided for material building is measured by considering the error rates and scrap levels. At the same time, the impact on retention can be evaluated by analyzing whether the employees are aiming to grow within the organization or leaving due to a lack of opportunities. Similarly, to measure the return of an operator error reduction program, we can compare the performance of teams that have completed the program with those that have not.

Establishing the right learning culture makes the process engaging for the employees, transforming it into a voluntary activity rather than a forced task. This improves overall performance, retention and career progression, helping the company in achieving its goals and priorities.

Advice for Learning and Development Professionals

My advice is to focus on progress rather than perfection. Building on the outcome and refining it further is always better than delaying the program altogether due to minor issues.

Also, it is essential to build strong relationships with both decision makers and employees, as gaining their trust encourages open communication when problems arise. This has helped me identify issues early and reinforce learning and development programs. I consider this the most critical leadership skill in building an effective learning and development center.

Lastly, when you step into a new role, don’t be afraid to rebuild the existing foundation or programs, if needed. Evaluate the current tools, onboarding process, project management and training programs. Make the necessary changes that are required to help achieve the organization’s long-term goals.