L&D Strategy Template

L&D Strategy Template
1.1 Introduction
Introduce the L&D Strategy by stating what it is, how it is aligned with the HR
Strategy and Statement of Strategy, who was consulted in its development and if it
was approved by senior management.
It should state
a. which individual is assigned responsibility for the implementation of the
Strategy, e.g. the Personnel Officer
b. that regular interim reports on progress will be made, e.g. on a quarterly basis
The learning and development strategy is accountable for setting up learning and development
strategies that will be implemented via personnel officer. These will be updated on the quarterly basis
through which an edge can be attained by the organization.
1.2 Current environment
This section provides some context for the development of the L&D Strategy. It
identifies external and internal factors that impact the Department’s operating
environment. The various factors can be mentioned collectively, or they can be
separated out and addressed individually.
External factors which will be relevant in most cases will include government policy,
the current economic environment and EU requirements. A useful tool for identifying
these external factors is the PESTEL analysis. This involves the study of the Political,
Economic, Sociological, Technological, Environmental and Legal factors.
Common internal factors will include the Statement of Strategy and HR Strategy.
Other internal factors may include organizational capacity and policies.

SAMPLE TEXT:
This Learning and Development Strategy is part of the strategic planning process. Its
purpose is to link learning and development activities systematically with business
needs and to establish priorities and plans for activities and resources.
SAMPLE TEXT
This Strategy has been developed against the backdrop of a rapidly changing
operating environment. A number of factors both externally and internally have
emerged which impacts the way we provide services and manage our business.
These include:
For formulation of the strategies, organizations have to consider both internal as well as
external environment that will lead them to acknowledge the needs of the market in an affirmative
manner. Here, all the aspects of the market will be considered so that accordingly operations can be
carried out.
1.3 Purpose of the L&D Strategy
To design strategies for providing training and development in:
(Choose any 3)
a. Customer service
b. Team-work
c. Equipment operation
d. Product and service knowledge
e. Leadership training
Stating the purpose of the Learning and Development Strategy clarifies why it is
being done and what it will be used for. One or more of the following may be relevant
to address this point:
 It is part of a Department strategic planning process that requires a set of
coherent integrated strategies from all activities, including learning and
development
 It is being used as a vehicle for consultation/discussion with line management
about learning and development issues
 It is a means of linking learning and development activities systematically with
business needs
 It will serve to establish priorities and plans for activities and resources
 It will be an approved and authoritative framework for learning and
development policies and activities
 It will help secure budgets and resources
 It will provide integration across disparate units

In this case the learning as well as training will be taken into consideration; here emphasis will
be made on team-work, customer services and equipment operations. It is important for Tesco to
consider these aspects while formulation of their strategies in order to ensure that they are able to
attain their goals.
1.4 Audience
The Learning and Development Strategy may be aimed at several different
audiences, for example:
 Senior Management
 Personnel Officer/HR Director
 Strategic Planning Units
 Line Managers
 HR Units
 Learning and Development Units
Specific strategies may be needed for different target groups. The following target
groups are examples of groups which may be considered in developing the
strategies:

SAMPLE TEXT
This Learning and Development Strategy is aimed at the HR Unit and line managers.
It covers learning and development for all staff in the Department.
 Senior management
 Individual grades
 Technical/specialist staff
 Professional staff
 Team leaders
 Line managers
 Operational staff
 New recruits
 ICT staff
The strategy is aimed at the HR Unit which is accountable for covering up learning along with
development of all the employees within the department. Different learning aspects have been
considered by the management of Tesco that must be developed through the usage of distinct
strategies. They are specified beneath:
 On the job learning: Here, organisation will enable employees to observe/demonstrate and
practice, delegation, coaching and mentoring.
 Group learning: This involves interacting with one other to acquire knowledge. By keeping
this in mind, cross functional teams can be formulated, communities of practice, networking,
action learning.
 Tutor led interventions: For enhancing the performance of employees and addressing
business requirements it is important. This must include training courses, seminars, and
development programmes.