- Map out your learning plan to suit the business goals.
- Shape your plan from the Top Down
- Research current trends
- Gather employee feedback.
- Define success criteria.
- Identify Learning priorities.
- Design a learning strategy roadmap.
A learning and development (L&D) strategy outlines how an organization aligns corporate training with business objectives. The goals of a learning and development strategy are to ensure employees’ developmental needs are met and skills, knowledge, and competencies are trained to improve job performance.
What Are the Key Aspects to Consider When Building a Learning and Development Strategy for the Future?
• Designing effective learning experiences and learner experiences
• Adopting agile learning strategies
• Transforming, upskilling and reskilling for the hybrid workplace
• Driving learning culture transformation
• Measuring and demonstrating the impact of training
• Integrating measures to plan L&D’s transition from cost center to performance driver and value creator.
Mission, Vision
Creating an L&D Strategy
- Understand Your Business Strategies
- Determine Ownership of L&D Between HR and Department Heads
- Set Clear Corporate L&D and Training Goals
- Conduct a Skills Gap Analysis
- Design Contextual Learning Paths for Different Roles
- Invest in Your L&D Software Stack
- Launch Your L&D Strategy
- Measure the Effectiveness of Your L&D Strategy
- Gather Employee Feedback on Your L&D Strategy
- Integrate L&D into Your Core Business Strategies
Impact of L&D on Business Performance
