01 Learning and Development Strategy

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    Jane Stubberfield

    Organisational Implications of Coaching

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    By the end of this session you will be able:

    Identify the factors involved in a learning and

    development strategyDiscuss methods for ensuring strategic alignmentEvaluate models for creating a learning anddevelopment strategy

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    So we have to ask ourselves are we being drivenseriously by identified business needs, or are we

    making our own interpretation of what we think theorganisation needs?

    Mayo, A., (2004), Creating a Learning and Development Strategy: The HRBusiness Partners Guide to Developing People, CIPD

    Learning and Development Strategy

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    1

    In what ways does learning anddevelopment impact on business

    performance?

    2

    How should HRD departments beinvolved in developing businessstrategy?

    Impact of L & D on BusinessPerformance Exercise

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    Effective

    learning anddevelopment

    Employee

    performance Ability Motivation Opportunity

    Organis-

    ationalperformance Costeffective HRinvestment Labour

    productivity Product /servicequality

    Business

    performanceoutcomes

    improves

    drives

    Jarvis, J., Lane, D., and Fillery-Travis, A., (2006), The Case for Coaching, CIPD

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    Vertical alignment

    Horizontal alignment

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    How much does the learning and developmentstrategy of an organisation align with the overallhuman resources strategy?

    How much does the learning and developmentstrategy of an organisation align with the overallbusiness strategy?

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    How much is the learning and development strategyaligned with the other human resources practices andpolicies?

    When adjustments are made in one area are they alsomade throughout the human resources function?

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    Agree on the strategy-making team

    Clarify organisational mission

    Explore core values

    Carry out SWOT or PESTLE analysis

    Agree L & D strategy and strategic plan

    Harrison, R., (2005), Learning and Development, CIPD

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    Strategic AnalysisSWOT

    Core competenciesEnvironmental studies

    Market projections

    Strategic Goal SettingGrowth

    Customer satisfactionProfitability

    Market share

    Chosen Routes to the GoalsResources

    Systems and processesCapability

    Partnership

    Implementation

    Leveraging resourcesProgress measurement

    Conflict resolutionChange management

    Mayo, A., (2004), Creating a Learning and Development Strategy, CIPD

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    1

    What are the advantages of having afully integrated learning anddevelopment strategy?

    2

    What are the key factors to considerin creating a fully integrated learningand development strategy?

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    Mayo, A., (2004), Creating a Learning and Development Strategy: The HR BusinessPartners Guide to Developing People , CIPD

    Jarvis, J., Lane, D., and Fillery-Travis, A., (2006), The Case for Coaching, CIPD

    Harrison, R., (2005), Learning and Development , CIPD

    References

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    This resource was created by the University of Plymouth, Learning from WOeRk project. This project is funded by HEFCEas part of the HEA/JISC OER release programme.

    This resource is licensed under the terms of the Attribution-Non-Commercial-Share Alike 2.0 UK: England& Wales license (http://creativecommons.org/licenses/by-nc-sa/2.0/uk/ ).

    The resource, where specified below, contains other 3 rd party materials under their own licenses. The licensesand attributions are outlined below:

    1. The name of the University of Plymouth and its logos are unregistered trade marks of the University. The University reserves all rightsto these items beyond their inclusion in these CC resources.

    2. The JISC logo, the and the logo of the Higher Education Academy are licensed under the terms of the Creative Commons Attribution-non-commercial-No Derivative Works 2.0 UK England & Wales license. All reproductions must comply with the terms of that license.

    Author Jane Stubberfield

    Institute University of Plymouth

    Title Learning and Development Strategy

    Description Creating a fully integrated learning and development strategy

    Date Created 17.01.2011

    Educational Level 7

    Keywords

    UKOER, LFWOER, Learning from WOeRK, UOPCPDLM, ContinuousProfessional Development, CPD, Work-based Learning, WBL, Learning,development, strategy, alignment, business performance

    Back page originally developed by the OER phase 1 C-Change project

    University of Plymouth, 2010, some rights reserved

    http://cpdoer.net/http://creativecommons.org/licenses/by-nc-sa/2.0/uk/http://creativecommons.org/licenses/by-nc-sa/2.0/uk/http://creativecommons.org/licenses/by-nc-sa/2.0/uk/http://creativecommons.org/licenses/by-nc-sa/2.0/uk/http://creativecommons.org/licenses/by-nc-sa/2.0/uk/http://creativecommons.org/licenses/by-nc-sa/2.0/uk/http://creativecommons.org/licenses/by-nc-sa/2.0/uk/http://cpdoer.net/

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