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Create a Learning and Development Strategy

Transform your learning and development function from reactive to strategic.

  • Organizational leaders remain unsatisfied with the performance of their current L&D functions.
  • Employees are leaving organizations because they are not receiving the training and development that they were promised when they were hired.

Our Advice

Critical Insight

  • L&D can’t be all things to all people. It needs to be focused on proactively identifying and developing the critical learning needs that will enable the organization to deliver on their strategic objectives.

Impact and Result

  • Highly effective HR departments create programs that are deeply aligned with the strategic needs of their organizations. L&D departments need to do the same.
  • Involve key stakeholders from the beginning and perform a comprehensive needs analysis to understand the type of support from L&D that would be most valuable.
  • Create an L&D framework that details a vision, objectives, primary learning needs, employee groups, core delivery methods, measurement, and governance to ensure that your L&D function has a clearly articulated purpose and roadmap for the future.

Create a Learning and Development Strategy Research & Tools

2. Define the L&D framework

Identify the primary learning needs for priority employee groups in order to determine delivery method(s) and key accountabilities that will form the core of a governance model.

3. Create an action plan

Address gaps between the L&D framework and current state that will produce the greatest impact.


Create a Learning & Development Strategy

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McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.

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HR Certification Institute’s® official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.

How to complete this course:

Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.

  • Number of Course Modules: 5
  • Estimated Completion Time: 1.5 hours

Learning Outcome

Learners will be able to explain the process of creating a Learning & Development strategy, with a focus on creating and implementing a framework that will guide current and future critical learning initiatives.

Learning Objectives

By the end of this course, learners will be able to:

  • Recognize the value of having an L&D strategy.
  • Learn how to analyze the organization to understand L&D gaps and needs.
  • Define the ideal future state of L&D using an L&D framework.
  • Create an action plan to implement the L&D framework.

Course Modules

Now playing

Academy L&D Strategy: Introduction: Create a Learning and Development Strategy

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Academy L&D Strategy: Module 1: Analyze Your Organization to Understand L&D Needs

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Academy L&D Strategy: Module 2: Define the Ideal Future State of L&D

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Academy L&D Strategy: Module 3: Standardize Your Approach for Measurement and Governance

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Academy L&D Strategy: Module 4: Create an Action Plan to Implement the L&D Framework


Workshop: Create a Learning and Development Strategy

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Define a Vision for L&D

The Purpose

  • Define L&D vision.

Key Benefits Achieved

  • A vision for the L&D team

Activities

Outputs

1.1

Conduct SWOT analysis.

1.2

Identify insights for learning.

1.3

Create a vision for L&D.

  • Vision for L&D

Module 2: Define Objectives and Metrics

The Purpose

  • Define objectives and metrics and identify priority learners.

Key Benefits Achieved

  • Clear objectives, metrics, and key employee groups identified

Activities

Outputs

2.1

Define L&D objectives and identify strategy metrics.

  • Objectives and metrics
2.2

Review and prioritize employee groups.

  • Identified key employee groups
2.3

Determine employee profiles and characteristics.

Module 3: Define the L&D Framework

The Purpose

  • Define the L&D framework.

Key Benefits Achieved

  • Determined primary learning needs, core delivery methods and a developed governance map

Activities

Outputs

3.1

Determine primary learning needs.

  • Primary learning needs
3.2

Select core delivery methods.

  • Core delivery methods
3.3

Create a governance map.

  • Governance map

Module 4: Identify Outcomes and Initiatives

The Purpose

  • Identify outcomes and initiatives for L&D programs.

Key Benefits Achieved

  • Prioritized initiatives for employee groups

Activities

Outputs

4.1

Identify key initiatives.

  • Prioritized initiatives to realize L&D framework
4.2

Examine learning infrastructure.

4.3

Review and confirm the prioritization of initiatives.

Module 5: Develop an Initiative Roadmap

The Purpose

  • Develop a high-level roadmap of strategic L&D action items.

Key Benefits Achieved

  • A completed roadmap of strategic L&D initiatives

Activities

Outputs

5.1

Assess L&D capabilities.

5.2

Create a roadmap of strategic L&D action items.

  • High-level Gantt chart of L&D initiatives

Create a Learning and Development Strategy FAQ

What is the importance of a learning and development strategy for a company?

A learning and development strategy is important for a company because it helps to align the training and development efforts with the overall goals and objectives of the organization. It also ensures that employees are receiving the necessary training and development to improve their skills and abilities, which can lead to better job performance and career advancement.

How can a training and development process be integrated into a company's overall strategy?

Integrating a training and development process into a company's overall strategy involves identifying the specific areas of development at work that are most important for the company's success, and then creating a plan to address those areas through professional development programs and employee development initiatives. This can include both formal training and informal learning methods.

What are the different types of training and development programs available for employees?

There are many different types of training and development programs available for employees, including on-the-job training, mentoring, coaching, online courses, and workshops. Each program has its own set of advantages and disadvantages, so it's important to choose the right type of program based on the specific needs of the company and the employees.

How can a company measure the impact of learning and development programs?

Measuring the impact of learning and development programs can be done through various methods, such as surveying employees to gather feedback, tracking employee performance before and after training, and comparing the performance of employees who have received training to those who have not.

What are some best practices for creating a successful learning and development plan?

Some best practices for creating a successful learning and development plan include identifying clear goals and objectives, involving employees in the planning process, providing ongoing support and resources, and regularly evaluating and adjusting the plan as needed.

How can remote workers be included in a company's learning and development opportunities?

To include remote workers in a company's learning and development opportunities, it's important to provide them with access to the same training and development programs and resources as on-site employees. This can be done through online training, webinars, and virtual mentoring and coaching programs. Additionally, it is important to provide remote workers with the necessary tools and technology to enable them to participate in learning and development programs.

McLean & Company offers a full range of resources to support organizations with learning and development plans, processes, programs, and strategies. From diagnostic tools to workshops, training, and beyond, we offer the services you need to meet your learning and development goals.

Create a Learning and Development Strategy

Transform your learning and development function from reactive to strategic.

Executive Summary

McLean & Company Insight

L&D can’t be all things to all people. It needs to focus on proactively identifying and developing the critical learning needs that will enable the organization to deliver on its strategic objectives.

Situation

  • Delivering effective learning and development (L&D) to employees is a key driver of bottom-line results; organizations with strong L&D programs are more profitable, more productive, and have greater customer satisfaction.
  • Today, the increased role that individuals play in creating value for organizations makes a focus on L&D even more critical.

Complication

  • Organizational leaders remain unsatisfied with the performance of their current L&D functions.
  • Employees are leaving organizations because they are not receiving the training and development that they were promised when they were hired.

Solution

  • Highly effective HR departments create programs that are deeply aligned with the strategic needs of their organizations. L&D departments need to do the same.
  • Involve key stakeholders from the beginning and perform a comprehensive needs analysis to understand the type of support from L&D that would be most valuable.
  • Create an L&D framework that details a vision, objectives, primary learning needs, employee groups, core delivery methods, measurement, and governance to ensure that your L&D function has a clearly articulated purpose and roadmap for the future.

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 3-phase advisory process. You'll receive 4 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Conduct a Needs Analysis
  • Call 1: Identify project steering committee and discuss needs analysis.
  • Call 2: Review results of needs analysis.

Guided Implementation 2: Define the L&D Framework
  • Call 1: Discuss elements of framework and implications of needs analysis.

Guided Implementation 3: Create an Action Plan
  • Call 1: Review action plan to verify timelines and identify related McLean tools.

Contributors

  • Veronica Ambrosini, Talent Management & Organizational Design Expert
  • Jan-Willem Bouwmeester, Group Manager Learning & Development, Maser of Science, Royal De Heus Group
  • Siobhan Calderbank, Director of Learning & Development, Intelex Technologies
  • David Hayden, L&D Consultant, CIPD
  • Bill Goggin, Director, Adult Education, St. Francis Xavier University
  • Stephanie Kerr, Director of Organization Effectiveness, Harley Davidson Motor Company
  • Lisha van Leeuwen, Leadership and Team Excellence Leader, Roche
  • Brett VanderHoek, Manager, Talent, Tolko Industries
  • Dr. Iris Ware, Chief Learning Officer, City of Detroit
  • Linda White, Vice President of Global Learning & Development (retired), Scotia Bank

Several anonymous contributors were also interviewed.