Learning and Development Strategy Template

Overview
Learning and Development Evaluation
New Learning and Development plan is designed to strictly follow the budget allocation by
using adequate resources. Currently, our employees are working remotely so it will be very
flexible and will meet the need of all kind of learners. WHS policies are adhered in the staff
training programs according to this plan. As technology is getting more involved in every day to
day activity, so it will involve the use of technology to help employees develop professionally by
satisfying them. This plan will give a new direction to our current business plan by considering
the current market trends and will lead our organization to more profitability. As with the time,
new tools and techniques are coming that demands the updated professional development
process. It will consider the improvements needed in the process so that all can have the
opportunities to grow.

Stakeholders for Business Evaluation

Business leaders makes sure that training needs not only to be relevant to core skills but to be
fully contextualized within working practices and attuned to business needs. Line managers are
a vital bridge between training and working. Learners’ motivation and engagement are vital to
the successful transfer of learning. IT manager is also an important stakeholder as consultation
with IT is essential in scoping any digital learning initiative. HR manager will be heavily involved
in key training initiatives such as onboarding for new hires, foundation skills and career
pathways for existing employees, and building leadership programs that establish a pipeline of
future senior managers. Training manager and operation manager also important stakeholders.

Evaluation of Current Approach

Review of Current Learning and Development Strategy
Our current L&D strategy was developed some years back and was not revised back. It was best
suitable according to the time when it was designed but it needs some improvements now. It is
not updated as per the requirements of employees and business. Today, technology is in more
demand for providing training to employees and remote learning but current L&D is more
focused on offline approaches. It is essential for a business to become successful that its L&D is
aligned with business goals. But our current L&D is not suitable to current business goals.
Employee needs are changed now and for that this L&D is not a complete solution. Also, it
doesn’t consider the future employees which are an important point in good L&D plan. For any
training, it is required to satisfy the all WHS procedures but it doesn’t consider all. It can be a
reason of more incidents at job and affecting well-being of employees. Professional
development process is very critical for the motivation of employees but it needs review as not
working according to business goals and profitability.

Suggestions for improvements

A good strategy aligned with business goals completely. It should be efficient enough to identify
the skill gaps hindering the operations and develop adequate up-skilling programs. It can focus
on enhancing the workplace culture and promote continuous learning. Workforce planning to
adapt to new technologies and deliver successful digital transformation projects. Leadership
development plans need to be involved to help appropriately manage succession planning to
secure talent pipeline.

Suggested new Learning and Development Strategy

New Methods for Learning and Development Strategy
Employees are crucial to any organization. For an organization to run smoothly, it is necessary
to have a plan to help employees grow and develop their skills.
Main Objectives: Provide employees with the opportunity to learn new skills
Help employees improve their current skills
Help employees develop their potential
Core qualities: Communication skills, Great Listening skills
Flexibility
Able to communicate with confidence
Great presentation skills
 Planning and creativity skills
Social media planning, strong work ethics
Training methods: Classroom training, Online courses, Workshops,
Seminars, Mentorship programs.
Learning tools: App for guidance, LMS/LXP, Online platform
Expected outcomes: Improved employee productivity
Increased employee satisfaction
Improved bottom line for the organization
Reduced employee turnover
Attract the best talent available

Logistics
IT software, new app, IT tools, online training sources, offline training room, training providers,
training equipment.

Impact on Business
Its impact on business can be measured by outcomes such as impact on individual
performance, employee engagement, team effectiveness, and business-process improvement.
It will help in meeting these areas:
 This fosters organizational adaptability and agility, allowing employees to adapt to
change, embrace new and emerging trends, innovate, and meet evolving business needs
more effectively.
 It demonstrates a commitment to their growth and career progression, leading to higher
levels of engagement, job satisfaction, and increased retention rates.
 It identifies high-potential employees, provides them with targeted development
opportunities, and prepares them for future leadership roles. This ensures a strong
talent pipeline and supports the organization’s long-term growth and stability.
 It addresses skill gaps, improves job proficiency, and boosts overall employee
performance, leading to increased productivity and quality of work.
Learning and Development Strategy Alignment with CBSA’s Government Requirements
Training plan is designed to adapt the WHS guidelines to deliver the training. Access to
technology and facilities will be ensured safely. WHS compliance training will be hosted
regularly to reduce the workplace incidents. This plan will ensure the equal distribution of
resources to everyone. Some training methods have been changed to meet the Industry codes
of practice. This plan will promote diversity in the workplace by focusing on fairness and
inclusivity.

Learning and Development Strategy and Human Resources

HR and L&D needs to work in parallel. This is because there is a degree of overlap in both areas.
L&D corporate-learning activities need to be aligned with the business; they should also be an
integral part of the HR agenda. L&D will play important role in recruitment, onboarding,
performance management, promotion, workforce, and succession planning. L&D leadership is
designed to understand major HR management practices and processes and collaborate closely
with HR leaders. The best L&D functions use consolidated development feedback from
performance reviews as input for their capability-building agenda. HR works to identify how the
training needs to be provided, to whom and in which environment. Establishing a powerful
governance structure is essential wherein leadership from L&D and business units collectively
define, prioritize, design, and allocate resources for capability-building programs. With the
active involvement of top executives and senior management, organizations can ensure that
the L&D function’s vision is fully embraced and its initiatives are seamlessly aligned with the
company’s strategic goals. This L&D plan will work according to the HR strategies.

Flexible learning
 It will provide in-app guidance for different teams and roles, such as guided
walkthroughs, step-by-step instructions, task lists, pop-up messages, and field
validations.
 It will provide self-help IT support for employees in an embedded self-help.
 Analyze employee experiences, software adoption, and process engagement to identify
 drop-off areas, under adopted software features, areas of confusion in your tools or
processes, measure license usage, and identify what employees or teams need a little
more attention.
 Availability of training programs offline as well as online to facilitate the remote
learning.

Implementation and Monitoring of Learning and Development Strategy

Arrangements for Consultation and Communication Related to new Learning and Development
Strategy
An effective learning plan involves the organization. The organizational knowledge and
experience needs to be captured so it can be developed into learning opportunities.
Communicate how the organizational learning and experiences are framing the learning.
Meeting will be organized to from the identification of needs to the final process. The key
details will be shared at each step to all members through different modes. A consultation
process will be used to find any issues happening in the process. Consultation is important
during major workplace change. This means any change to the business that will affect
employees in a significant way, for example different working hours, duties, work locations or
redundancies.

Monitoring and Evaluation of Learning and Development Strategy

Evaluation of the learning plan is important to gauge the success and areas of refinement for
the learning initiatives. This plan involves a comprehensive assessment of the acquired
competencies. They have a tangible influence on individual performance and organizational
productivity. Key Performance Indicators (KPIs) are carefully analyzed to measure the return on
investment in Learning and Development.
Surveys, feedback, and performance metrics are essential for this evaluation process. It offers
insights into the effectiveness of the learning journey and its alignment with organizational
objectives. The insights gathered from this evaluation contribute to refining future strategies.
Strategic Alignment: This assesses the degree to which the learning strategy effectively
underpins the organization's priorities.
Capabilities Development: This evaluates the proficiency of the L&D function in aiding
employees in developing essential mindsets, skills, and knowledge. The impact is measurable by
comparing individuals' capability gaps against a robust competency framework.
Organizational Health: This considers the extent to which learning contributes to enhancing the
overall vitality and core of the organization.
Organizational Health: This considers the extent to which learning contributes to enhancing the
overall vitality and core of the organization.
Individual Peak Performance: Beyond fundamental capabilities, this explores how efficiently
the L&D function optimizes employees' role impact while sustaining balanced work-life
equilibrium.