Learning And Development Strategy Outlines
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Learning And Development Strategy Outlines

  Mar 10 2019

# Human Resources and Training

It is virtually impossible to understate the importance of a solid organizational strategy. Developing one can take months — or even years — and should involve a thorough assessment of every facet of your company.

Everything you do within the organization should fit within the framework of your organizational strategy. Every action taken, no matter how big or small, should be in service of your larger goals. Why? If you aren’t consistently working toward your goals, you may never reach them.

This alignment of specific strategies or initiatives with organizational strategy is particularly crucial for your learning and development (L&D) initiatives. As you design your L&D initiatives, continually ask yourself whether they are in line with your organizational strategy. The last thing you want is to waste time and money on “busy work” that does nothing to propel your business forward.

When outlining your learning and development strategy, keep these four tips in mind:

1. Find the gaps.

Part of developing the right L&D strategy is recognizing where skill or knowledge gaps exist. Always do the legwork to find out who’s lacking what. Engage with department managers to help you conduct research to find where the deficiencies may be. Only after forming an honest picture of where the gaps are can you strategically begin to fill them.

2. Keep up with the times.

A good L&D strategy aims to keep your organization on top of the latest developments in your industry and in general. As technology evolves, so should your company. Your employees should be proficient in using the latest tech tools and software programs. There is no way around this one. No matter how simple your business is, you can’t opt out of keeping up with modern technology.

3. Think about sustainability.

The best plan is a proactive plan. Thinking ahead is critical to ensuring that you’re staying on track with your organizational strategy. You should identify the kinds of training that will fill existing needs, and at the same time further your progress toward long-term goals and objectives.

4. Be flexible.

Another thing about winning strategies? They are fluid and evolve over time. Build flexibility into your plan. Make sure you allow for feedback from participants and their managers in order to quickly find alternative methods or amend your current approach if the feedback warrants it. As you go, you might find that tweaking your plan may be necessary to better serve your organization. Never be too rigid to recognize when a different approach might work better.

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