Learning and development
strategy
At present the economy is
based on knowledge and shifted to digital environment, an energetic workforce
is an essential component of an organization. Research suggest that a
substantial percentage of market capitalization in public companies are
intangible assets – skilled employees and exceptional leaders and knowledge.
Hence most of the organizations are tend to adopting the L& D function to
meet the changing needs as well as the growing levels of investment in
professional development.
Once Effectively designed
and implemented the L& D strategy will fulfill the capabilities,
competencies and skills which need to support the ultimate success and the
sustainability of the business. There’s need for innovation in delivering
skills and knowledge to support organizational change specially when competing
with the rapid change in the external environment
One of the key
responsibilities of the L&D is to manage the development of people. L&D’s strategic role spans five areas
FEATURES OF LEARNING AND
DEVELOPMENT STRATEGY
1.Learning and
development should be business-led, as it implemented to achieve business goals
by stimulating human capital advantage. And it should also people-led by
considering the needs and aspiration of people to grow and develop
2.Learning and development
strategy is reinforced by a philosophy and its purpose to ope-rationalize that
philosophy, basically this concerned on develop a learning culture which will
encourage learning and will provide the basis of planning and implementing
learning activities and programs.
LEARNING AND DEVELOPMENT
PHILOSOPHY
1.Leaning and development
activities paving the way to a successful attainment of business goals of the
organization whilst benefiting all the stakeholders in the organization.
2.Learning & Development make a vast
contribution to the bottom line results by designing to achieve specified
improvements of corporate, team and individual performances
3.Every employee in the
organization must be encourage to develop their skills and should give the opportunity
to learn and enhance the knowledge to the maximum of their capacity.
4.Personal development process
provide self- directed learning.
5.Learning & Development plans and programs
should be integrated with and support to achieve organizational goals and HR
strategies
6.Investments should happen
for learning and development and must be recognized and the prime
responsibility rest on individual employees, who will be given the guidance
from their managers and the HR department.
LEARNING CULTURE
A learning culture is one
that promotes the learning within an organization and recognized by the top management,
line managers and employees.
Reynolds (2004) describes
a learning culture as a ‘growth medium’, which will ‘encourage employees to
commit to a range of positive discretionary behaviors, including learning’ and which
has the following characteristics: empowerment not supervision, self-managed
learning not instruction, long-term capacity building not short-term fixes.
LEANING ORGANIZATION
This was first
popularized by (Senge,1990). and described as follows
The learning organization
is one ‘where people continually expand their capacity to create the results
they truly desire, where new and expansive patterns of thinking are nurtured,
where collective aspiration is set free, and where people are continually
learning how to learn together’.
References
https://www.cipd.asia/knowledge/factssheets/learning-development-factsheet
https://www.mckinsey.com/business-functions/organization/our-insights/the-essential-components-of-a-successful-1-and-d-strategy
https://nspolteksby.ac.id/ebook/files/Ebook/Business%20Administration/ARMSTRONGS%20HANDBOOK%200F%20HUMAN%20RESOURCE%20MANAGEMENT%20PRACTICE/40%20%-%20Learning%20%and%20Development%20Strategy.pdf
