KPMG's L&D Team Plays A Pivotal Role In Transforming Its Vision Into Reality

Progressing successfully into the New Normal, the company has adopted New-age learning tools and strategized learning approach in order to master the game of skilling and upskilling. KMPG bagged the award for the L & D Strategy Of The year at the BW HR L&D Excellence Summit and Awards 2021, on the 27th February 2021. The company has shown an impactful continuous path of learning culture that has the vision to be the clear choice for clients.

KPMG stands out by fuelling its focused strategy which revolves around five distinct principles Technical, Technology, Industry, Communication and Leadership. Understanding their criticality and importance in these highly VUCA times. Marching forward in a completely digital era their role-specific curriculum leverages certifications, virtual classroom sessions and new-age digital learning tools. Reinforcing 

With recording the increase in the percentage of participation KPMG has demonstrated the growth in Learning & development interventions and shares the growth in terms of figures;

1.     2000-plus new-age certifications; 35% of colleagues had career enrichment; professional development with 25 topical behavioral offerings.

2.     Data Analytics push over 3 months, approximately 4350 professionals certified

3.      Use of behavioral economics and nudge theory to drive learner behaviors

4.     Average participation by 85% of the target cohorts

The company believes in empowering its leaders and employees. Following the same strategy; KPMG since March 2020 has run the entire L&D function on zero external spendings and has leveraged the internal L&D team to design, build, and run the entire L&D engine. This encompasses content, online assessments on our LMS, virtual learning journeys, gamification elements, and branding strategies. The newly drafted strategy has further enhanced new hire productivity through an immersive business integration program and Impact-sustained delivery quality at 98.5% and lowered infant attrition from 10% to 7% leaving a mark of success.

The L&D Leaders have paid crucial attention to sync business planning along with the L&D strategy and have formulated based on a compelling vision that is driven by business strategic priorities. The company has kept communication at the center of attention and used storytelling and smart communication to ensure that the staff is aware of the learning roadmap and is able to make the right learning decisions.

While driving the learning and upskilling plan of action, people of the organization have showcased horizontal leadership and have been supremely collaborative instead of continuing to be in the vertical setting of leadership. L&D leaders believed in the use of a personalized approach, communicated with participants in order to understand their needful area of learning, use different mediums for different cohorts.