This section of HR-inform demonstrates the
importance of linking learning and development (L&D) strategies
with the strategy, goals and objectives of the
organisation.
HR specialists must build relationships and
gain credibility with their strategic stakeholders in order to
effectively align learning and development with the goals of the
business.
Learning and development strategy key points
- Strategy concerns
itself with organisational change, achieving outcomes and business
results - providing a framework for transformation.
- The role of the HRD
professional has to be that of a strategic business partner. They
must play a vital part in shaping the direction of the organisation
and in creating the learning and development conditions to ensure
that organisational strategy, goals and results are
achieved.
- The HRD specialist
should go 'back to basics' with an analysis of the
organisation.
- The key to success
for the HRD specialist is to have a clear understanding of the
structure of the organisation and the job roles contained within
it.
- The HRD specialist
must consider whether the organisation views its people as a cost
or as an asset.
- An analysis of the
strengths, weaknesses, opportunities and threats (SWOT) of the HRD
portfolio and how it can support the organisation to deal with the
strategic issues will help in the definition of the objectives for
a learning and development strategy.
- It is vital that the
HRD specialist links each learning and development objective with a
meaningful key strategic measure in order to integrate the learning
and development strategy with the organisation.
- The mission should
clearly outline the organisation's approach and beliefs with regard
to people development and will lead to a series of strategic
objectives for the HRD function itself.
- To support the shift
from training to learning, the HRD specialist should create a
learning and development policy framework that will support an
organisational culture where people take responsibility for their
own learning.
- In order to fully integrate the
learning and development strategy within the organisation, an
effective communication strategy will need to be
communicated.
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