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.

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.