Introduction to Learning and Development

Explore the definition of learning and development within human resource development, and how terms like people development, employee development, and the training team describe human resource responsibilities.

Explore how learning and development evolved from HRD to a strategic function. Discover where L&D sits in organizations, its roles, and core activities like training, coaching, and eLearning.

Explore the goals and purpose of learning and development, linking individual and organisational performance. Identify how L&D bridges gaps in skills, knowledge, and attitudes to drive organisational success.

Improve organisational performance and individual learning by aligning L&D with the organisation, using learning needs analysis and performance management to identify gaps and design workplace interventions.

discover the core purposes of learning and development, from boosting individual and group performance through self-assessments and teambuilding to developing knowledge, skills, and competencies for organizational success.

Identify three conditions for strong L&D: professional competence, an appropriate structure, and line managers sharing responsibility to foster learning beyond the classroom.

Explore how the L&D manager, head of L&D, and Learning and Development director roles share responsibilities, shaping long-term strategy, influencing executives to invest in learning, and aligning with business needs.

Explore the five HR roles that create value in learning and development: employee advocate, human capital developer, functional expert, strategic partner, and leader, and reflect on your development plan.

Explore the strategic skills that drive learning and development success and competitive advantage, including communications, influencing and presenting, business and commercial understanding, technological ability, content curation, and analytical capabilities.

Develop a strong business understanding to tailor l&d to the company’s products and services, required skills, technologies, locations, and market nuances, guiding practical email training for call center teams.

Develop your technological ability for learning and development by exploring tools like Adobe Captivate, Articulate Storyline, LMS basics, mobile learning, and MOOCs such as Udemy, Coursera, and Udacity.

Explore how learning and development evolve into strategic consultancy, diagnosing problems, coaching managers, and applying analytical reasoning, data-driven decision, influencing and persuading, and stakeholder management to add value.

Base learning and development decisions on data rather than gut feelings by collecting surveys, interviews, and LMS reports, and use dashboards and metrics to tell a contextual story.

Explore strategically important L&D skills, including commercial understanding, analytics, instructional design, and influencing communication, and learn to curate content, use technology, and apply adult learning principles and learning styles.

Explore core learning and development activities, from training needs analysis and learning theories to delivery channels and ROI, organized into five categories, with strategy, design, leadership development, and impact evaluation.

Define learning outcomes and value proposition, tailor interventions to audiences, and integrate 70-20-10, Honey and Mumford's learning styles, and formats like on-the-job, coaching, classroom, and digital learning.

Conduct a three-tier training and learning needs analysis across organizational, individual, and job levels, gathering primary and secondary data to design effective training and development programs.

Evaluate how to improve team email writing by identifying objectives, costs, and resources. Decide between training or external vendors, and prioritize development activities by urgency and strategic impact.

Engage with customer needs, be responsive, act as an independent-minded partner, align with the business, proactively spot issues, and deliver service as a center of excellence in HR and L&D.

Create and continuously update a personal development plan for a successful learning and development career, using a template to define learning goals, success criteria, and target dates.