Learning and development strategy

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