MN7181 - Learning & Development Strategy


Learning & Development Strategy 

The current business world is demanding, fast-paced & constantly growing. Global management leaders need skills to face newer situations. Therefore, their development as leaders cannot be left to chance. A better learning and development strategy includes senior executive training for being their leadership skills are continuously sharpened (Emalin, 2003). 

Learning & development strategy aims for achieving the following 
01.  For meeting employee learning & development needs.
02.  For ensuring optimal human capital development.
03.  For building the business management & leadership skills for a strong executive team.
The Features of a Learning & Development Strategy
A learning & development strategy should be business-led & it is designed for supporting the achievement of business goals by promoting human capital advantage (Gabbo, 1994. However, it should also be people-led, which means taking into account the needs & aspiration of people to develop and grow. Achieving the latter aim supports the achievement of the former.
Learning & development strategy is underpinned by a philosophy & its purpose is to operationalize that philosophy. It is basically concerned with creating a learning culture that encourages learning & provides the basis for planning and implementing learning activities (Ahamad, 1997).
Learning & Development Philosophy
01.   L&D activities make a major contribution to the successful attainment of the company’s objectives and investment in them benefits all the stakeholders of the company.
02.   L&D plans and programs should be integrated with & support the achievement of business & HR strategies.
03.   L&D must be oriented for performance and designed to achieve specified improvements in corporate, functional, team & individual performance to makes a major contribution to bottom-line results.
04.   Every employee in the company should be encouraged & given the opportunity to learn & to develop their skills & knowledge to the maximum of their capacity.
05.   Personal development processes provide the framework for individual and self-directed learning.


Key Considerations of an Effective L&D Strategy
01.   Organizational Priorities
02.   Alignment with Overall Business Strategy
03.   Resource Use Considerations
04.   Availability of Corporate Learning Tools and Techniques
05.   Internal Stakeholder Assessment
06.   Employee Recruitment & Retention Rate
07.   Future Requirements
References 

 Ahamad, J 1997, HR Development, A strategy for sustainable development.

 Emalin, DA 2003, Organizational Development: A theory of action perspective, Melbourne Inc.

Gabbo, T 1994, Learning & Development: Learning & development strategies, Soko Publications








Comments

  1. Anfas Shareef 13 November 2019 at 08:06

    A useful one is clearly explained.

    ReplyDelete
  2. Mahesh Seelarathna16 November 2019 at 07:37

    Well explained. Good Article

    ReplyDelete
  3. Sameera Madhawa Thalakotune 30 November 2019 at 21:22

    Amazingly explained all the part of the topic, Thank you

    ReplyDelete
  4. Razi Jalaldeen10 December 2019 at 01:14

    Whatever the references listed should have been cited in the main text. In other words, only cited reference should be listed as references.

    Please follow the Harvard reference and citation style.

    ReplyDelete
  5. Chathurika Rathnayake7 January 2020 at 18:20

    Learning and development are 2 key terms which is used in the context of HRM. If lerning means surfing new knowledge, then devwlopment is implementing new strategies using that knowledge. Good article.

    ReplyDelete
  6. Dr Amila Shashanka Ratnayake10 January 2020 at 01:31

    Your endevour to explain the learning and development philosophy is appreciated.

    ReplyDelete
  7. Janith Prabasha10 January 2020 at 11:55

    This is a continuing process which the employees are looking for new knowledge & employers are investing on their workers knowledge as a future investment. Learning is the method of studying things to achieve the given current goals whereas development is where employees are seeking knowledge for their future career progress. Good article.

    ReplyDelete
  8. Lasitha Indrapala11 January 2020 at 09:24

    there are you clearly articulate skills or competencies, workforce capabilities and how these can be developed.those are the learning organization and strategy. and whatever you mention in references, it must be cited in the main body. good article

    ReplyDelete
  9. Nalaka Herath11 January 2020 at 11:50

    In order to maintain a competitive edge in the marketplace, your company must invest in the training and development of your employees. Human Resources Development (HRD) focuses on both training employees for their current jobs and developing skills for their future roles and responsibilities.

    ReplyDelete
  10. Rasika MBA 11 January 2020 at 16:45

    Learning and development strategy has been discussed in the blog with approach to Learning philosophy , Features and Objective are amply discussed with quite new literature for the subject is commendable

    ReplyDelete
  11. Sajith Abeyrathne14 January 2020 at 22:24

    Most of the organizations are investing huge amount for T& D since training and development is the key way to success of the any organization. Well explained article.

    ReplyDelete
  12. Ivanthi17 January 2020 at 12:05

    Learning & Development is the key the success of an organisation, this should be a continuous process as well as should be conducted within the organisation irrespective of heir achy of designations

    ReplyDelete

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