Setting up an L&D Strategy

An effective L&D strategy requires organisations to shift from a Training Needs Analysis (TNA) to a Learning Needs Analysis (LNA). An LNA allows for the development of holistic and personalised learning journeys encompassing learning activities such as coaching and mentoring, role-related stretched assignments, and forums, which are conducive to learning in the flow of work.

Furthermore, an LNA makes it possible for organisations to implement a Just-in-Time (JIT) learning approach directly linked to the organisation’s competency framework. Such an L&D approach promotes need-related learning, whereby employees have the opportunity to access readily available interactive learning material. Learning Experience Platforms (LXPs) offer all the tools required to build modern L&D programs with unique learning pathways. LXPs curate content from a wide range of sources making it possible for each and every employee to access the different learning material needed to address specific skills. A generalised, one size fits all approach, is no longer fit for purpose.

An L&D strategy requires the design and development of different learning solutions that cater for the learning needs and objectives identified during the thorough needs analysis. Different learning methodologies, formats, and tools must be used to ensure the proper level of engagement and retention of knowledge, skills and abilities. Online courses, workshops, mentoring, coaching, or gamification are highly utilised to address the different learning intelligences found within the same organisation. 

Besides the learning methodology, organisations need to also consider the pedagogical principles and best practices that will enhance the learning experience and outcomes, such as relevance, engagement, interactivity, assessment, and feedback.

Learning solutions must be implemented in a timely and effective manner. Proper implementation of a learning solution requires: 

1. Communication of the relevance, alignment, and measurement of the L&D strategy

2. Quality review and evaluation of their learning solutions

3. Sustainability to maintain the longevity of the training programmes that are delivered and to keep training relevant

4. Project management & coordination to ascertain that the learning intervention is fulfilling the organisation’s strategic goal/s thereby resulting in a higher ROI

Many L&D functions are moving away from stand-alone programs by designing personalised learning journeys. The main objectives of a learning journey are to help people develop the required new competencies in the most effective and efficient way and to support the learning in the flow of work ideology. 

Employee development should be directly linked with the organisation’s holistic talent management process whereby such development is recognized and learning achievements and outcomes are rewarded and celebrated. A bottom-up approach can encourage more people across organisations to take ownership of their learning and helps increase participation in upskilling programs.

L&D strategies must be fluid enough so that any changing needs and expectations of the organisation, its industry, and learners can be accommodated by the same strategy. Awareness, knowledge, and understanding of the latest trends, innovations, and challenges that affect the organisation’s business and workforce, are necessary to be able to update and revise the L&D strategy accordingly.