Learning & Development strategies aligned to organisational evolution
As your organisation evolves, your learning and development (L&D) needs evolve also. Your L&D strategies must change to suit scaling up, branching out, new capability demands, talent crunches, as well as periods of contraction and funding scarcity.
There’s no place now for training for training’s sake – it needs to be carefully targeted to key capabilities. Getting expert assistance to align your L&D elements to business requirements and workforce planning will ensure your people and organisation are future ready.
Who’s it for
Whole organisation, for different leadership levels, a Division/Unit, or job family/ career stream
How it works
Initiated by HR, sponsored by Executive or Senior Leadership Team
Purpose-built to suit the organisation’s stage of maturity and evolution
Data informed, through interviews, leadership team meetings, survey and/or focus groups
Aligns directly with organisational strategy, business/operational plans or talent development processes for maximum impact
Main body of work involves partnering with HR and key stakeholders to draft and then validate the suggested capabilities and associated developmental strategies
The process take 2-6 months to ensure stakeholder buy in, quality inputs and to build commitment to actioning and supporting new/refined approaches
What it achieves
Organisational priorities and direction are reflected in L&D strategic plan and programs on offer
Senior stakeholders and sponsors, as well as staff are engaged in the process of defining what’s needed and what would work for them
Critical capabilities are identified and defined for all/key roles/job families/career streams
Training, learning and development, leadership development, and essential skill building programs match the organisation’s current and projected needs
