IN PRACTICE: TALENT DEVELOPMENT
Rethinking How People Learn
Delivering training is one thing. Making it effective, accessible, and sustainable is another. During my years leading learning and development in the insurance industry, I experienced firsthand how changing business needs, training costs, and workforce expectations can challenge established approaches. This is a story of how we reconsidered the way learning was delivered while keeping capability development and performance at the center.
Context
Working within an insurance organization, I was responsible for leading the training function, from identifying development needs and designing learning programs to overseeing delivery and evaluating effectiveness.
As business requirements evolved, maintaining effective workforce development meant looking more closely at how training was delivered, how resources were used, and how learning initiatives could continue supporting organizational needs.
Challenge
- Training Delivery Costs
- Evolving Workforce Needs
- Learning Effectiveness
- Sustainable Delivery
Approach
- Assessed Learning Requirements: Aligned training needs analysis and program priorities with business and workforce requirements.
- Redesigned Training Delivery: Expanded the use of online learning and targeted development initiatives to improve training efficiency.
- Optimized Learning Resources: Reviewed delivery arrangements and training costs to make better use of available resources.
- Maintained Learning Evaluation: Used participant evaluations and program outcomes to monitor learning quality and effectiveness.
- Strengthened Capability Development: Supported workforce development through structured learning programs aligned with operational and professional requirements.
Outcome
The improvements reduced training costs per employee per session by 33.3%, from PHP 1,020 to PHP 680, through more efficient delivery methods and targeted learning initiatives. Across more than 1,500 training sessions, programs maintained an average evaluation score of 3.88 out of 4.00, while the in-house Non-Life Insurance Agent Licensing Exam training program achieved an 85.9% pass rate.
Beyond the cost savings, the experience demonstrated how learning strategies, delivery methods, and performance evaluation could work together to strengthen workforce development. By balancing efficiency with learning effectiveness, the initiatives supported a more practical and sustainable approach to building organizational capability.
Next move matters. askDjan.
Whether you’re exploring a leadership opportunity, considering a collaboration, or seeking a different perspective, I’m open to conversations where my experience can add value.