A decision tree can help to increase the employees learning activities as the tree-based methods have empowered predictive models with stability, high accuracy, and easy interpretation. Employees can easily make better decisions when there are many different courses of action that they can choose from.
The Lifelong Learning Innovation Growth and Human Capital Tracks in Europe, has been stimulating employee-driven entrepreneurship and innovation performance, following at least two routes directly through task-related measures such as problem demand, or indirectly through stimulation of specific activities such as innovative work behavior, through competency development programs that focuses on capital, employee engagement program, and human development programs.
These investors can follow different decision-making routes when they aim to stimulate employee-entrepreneurship and innovation. Whenever persons choose to put these decision-routes into a broader LLL perspective it is important for us to connect to the work that was carried out by researchers and follow the results they found. The LLL decision-maker who wants to strengthen entrepreneurship and employee-driven innovation can invest in three LLL areas. They should invest in skills development and bridging the difference between low and high engagement in innovative behavior by employees in sampled companies. This can partly be explained as employees start using soft skills, such as belief in the creative ability, the importance attached to social networks and opportunity competence.
There has been a positive effect that was noticed, since the entrepreneurship education programs on which entrepreneurial intentions have been implemented. These results have clearly indicated that it is good to invest in organized learning activities in relation to entrepreneurship development. Entrepreneurship education scholars seem to believe that entrepreneurs are mainly made rather than born.
The LLL investor decision tree with the output of previous research and insights has helped with the Employment engagement program and (Enterprise LLL) are integrated and used. A conclusion was drawn from the study of many European enterprises was that lifelong learning in high enterprises- as a requirement for high performing work systems should be addressed through 3 interrelated areas, such as skills development, work design and the organization of work and learning systems and incentives.
There are companies that have limited budgets for the development of such skills among their workers training programs, so they are encouraged to invest in a few loyal workers, use an employee referral program and make an effort to encourage the trained workers to tell the other employees about what they have learned. Some companies have invested in the soft skills of their highly-valued employees, whenever the employee shows interest in learning and improving their own capabilities.
Having an employee referral program in a company where the decision-making tree operates, is very important. Employees will know where to go, and what to do whenever they want to improve their own capabilities and income. Managers will constantly have high skilled workers, in order to improve the productivity of their company.
Making decisions about how to use skilled employees to increase the income of a company that has an employee referral program will become much easier to handle when the LLL method is chosen.
The investment in soft skills is valued by employees as well, but managers should be careful when they choose employees for these programs, the individual employee should be showing interest in learning. Whenever employees don’t care about improving their own skills, money can be easily wasted on persons who are not learning, because they are not interested in being more productive.
Companies have invested in formal training programs and improve skills that explicitly and directly contribute to new business formation and financial performance. Skills that develop and stimulate employee-driven innovation and entrepreneurship depend on informal learning mechanisms, such as teamwork and becoming role models, etc.
When increased competence is rewarded and more opportunities are provided companies grow and develop.
We, at NextBee, offer you a robust platform that boosts the adoption of core company values and encourages employees to complete tasks and training. With its suite of employee engagement tools, it ensures that your employees are focused and their productivity remains high. Connect with us today!
