Practical Report: Learning and Development Strategy Boardroom Briefing

This report presents a boardroom briefing on Learning and Development (L&D) strategies. It begins with an introduction to L&D, its role in business strategy, and the impact of the post-COVID-19 era. The report then details the role of the L&D team, outlines business planning considerations, and explores organizational influences on key learning interventions. It covers training needs assessment, a systematic approach to training, and various L&D strategies and methods. The report also discusses factors affecting L&D, advantages and disadvantages of training methods, and approaches to evaluating learning and development, including return on investment (ROI). Finally, it considers external factors influencing L&D and concludes with a summary of the key points. The report aims to provide a comprehensive overview of L&D practices and their impact on organizational success.

PRACTICAL –
BOARDROOM BRIEFING

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
Learning and Development Strategy...............................................................................................3
Role of learning and development team..........................................................................................4
Outline for planning and assessing of business...............................................................................4
Organizational influences for key learning intervention.................................................................5
Training needs.................................................................................................................................6
Systematic approach for training.....................................................................................................6
Approach and method of Learning and Development strategies.................................................7
Factors affect learning and development.....................................................................................8
Advantages and disadvantages of training methods....................................................................8
Approach to evaluate learning and development.........................................................................9
Approaches to evaluate return on investment............................................................................10
External factors affect learning and development.....................................................................11
Conclusion.....................................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
The management of the Human resource is said to be the process which is used for facing
the fundamental problems of the organization related to their management of the people. In this
report the learning and development strategy of for the human resource is discussed. This
organization helps in explaining the role of the L&D team and its link for the development of the
business strategy. This report will show the different consideration of the essential plan of the
organization. The aim of this project is to provide systematic approach to ways in which the
organization will train its resources. It will also explain the factors which affect the L&D strategy
of the organization. This report is also successful in underlining the advantages and the
disadvantages of using different methods of training. It helps with describing the approach which
should be taken for learning and development intervention. This approach is used for the
evaluation of the return on investment.
Learning and Development Strategy
The L&D strategy is said to be the outline of the organization which needs to develop the
capabilities of its workforce, by improving their skills and competencies for the achievement of
the success. This is considered to be the key part of the overall business strategy. This strategy is
considered to be very important as it effects the though process of the stakeholders and make
them more and more involved in the learning and development (SILVA, SANTOS and Bispo,
2017). After, the major effect of Covid-19 pandemic has gone. The need of L&D strategy has
increased a lot in the organizations. This has happened because most of the individuals which
where in the lockdown have lost their development and the skill level which they use to posses
prior to the pandemic. With the help of L&D strategy many companies have been successful in
recalling the qualities and capabilities of the employees which have the potential of development
of the business productivity which also has been low.
Role of learning and development team
The role-played by the L&D team is very crucial for the business of its organization.
Some of these roles are,
 They are responsible for carrying out the capability assessments across the organization.
 It is their role to design the development such a way that it blends with the solutions.
 They utilize the digital tools for the creation of a flexible and a very innovative program.

 They are responsible for the application of the learning theories in order to ensure that the
employees get the best of the development (Ellis and Goodyear, 2019).
 This team is responsible for the designing of the learning interventions, including the
technical and the behavioural leadership programme.
 The role of this team is very driven towards the continuous professional development of
the organization.
 With the help of the L&D strategy this team is successful in the development of a
facilitating learning intervention.
 It is known for the creation of the coaching style to the organizational culture to the
organization.
 It is the role of this team to make sure that the employees of the organization get the
effective learning in L&D.
The L&D team makes sure that the organization is successful in providing the employees
proper training and coaching. This is very helpful for the success of the organization as the
increase in the productivity of the employees directly reflects with the increase in revenue of the
company.
Outline for planning and assessing of business
For the business plan to be successful the organization needs a plan. For the success of
this business it is important for the business to make sure that its follows the following,
Determination of the business purpose :
It is very important for the business firstly determine the purpose for which it is doing the
business. For the L&D team it is essential to make sure the employees which are being trained
are also known to these factors as the organization is build from the employees. This will help
the business to always stay on the right track and never lose focus.
Building Vision :
Since the pandemic all the organizations are definitely struggling for finding stability in
their operations. Due to this it becomes very essential for the company to create a vision for its
organization which will basically be the goal of the organization. It is very important for the HR
management to share this vision with all the organization (Samanian and Roohani, 2018).
Clarify your business model :

The business model is the way in which the business is doing its activities, the business
model is very essential for the organization to follow as with the proper business the business has
more chance to get distracted of its main objective. By explaining the business model to the
employees the L&D team makes sure that they understand the hiring, pricing, sales, cost of
acquisition and the growth of the business.
Identification of the market :
After all the rest of the planning the next and the last most important thing for the
business to consider in the understanding of the business is its target market. The target market is
the category of the customers of the company. For employees, it is important to know about the
customers so that they can provide better services (Gu, 2019).
Organizational influences for key learning intervention
The organizational development interventions are key for the areas of the development of
the organization. For an organization its goal is to develop the organization in multiple ways
which are both adaptive and open towards increasing the capacity of their potential for
continuing through its capability and potential. This is the reason why the learning interventions
are considered so vital for the organization as they can influence the organizational culture of
higher performance. This happens as the L&D is important for transformation of the people
which work for the organization and are able to adapt to the results of the bottom line and also
help the company with a better quality of life in their organization. It is the process of
organization development and its interventional process consists of the diagnosis which helps in
the identification of the areas of concentration. These interventions have the similar affects to
both the short term and long term interventions (Chamot and Harris, 2019).
Training needs
Many organizations after the pandemic are looking forward to providing training to their
employees for their development. Training needs of the employees are identified as,
Deciding achievements :
One of the motives for identification of the needs for training of employees in the
organization is for knowing and understanding their achievements. This helps the organization
to not just identify their achievements but also to gather information regarding how much time is
needed for spending on the training.
Identification of skills, knowledge and abilities :

For an organization it is important to understand and identify the needs of the employees
which will help it to plan the training of them. This process is important for making sure that the
employees are being as productive as they can.
Employees Knowledge :
Knowing about the knowledge of the employees is very important for the organization as
it helps with understanding new ideas or area of improvement in operation as well as training.
Talk to employees :
For some employees it is very important for the organization to communicate for solving
their issues. This will decrease the chances of conflicts in the organization and also increase the
employee relationship with the company. It is considered very effective for the employee
retention.
Talk to the managers :
For some companies the problem may lie in the management due to which the training
provides the L&D team to identify the problems employees have with the managers. This is why
training is important for talking to the managers.
Systematic approach for training
For the training of the employees it is very important for the HRM to plan a systematic
approach. These are the reasons why,
Understanding organization's aim :
A systematic approach to the training provides the organization scope for understanding
the aims of the organization and also the objectives. This is also very important for determination
of the crucial strategies of the organization.
Assessing/Analysing needs :
Training of the employee when is systematic provides essential involvement of the
assessment towards the gap between the different levels of competencies.
Determination of Aim and Objective :
The aims of training objectives can be done with a systematic approach to the training of
the organization. This helps the organization with understanding the what the employees will be
able to learn after the training.
Training strategy design :

The training stage of the organization is considered to be very crucial for the systematic
framework for the training and development process. This stage is designed for understanding
the possible alternatives with providing comparison to their optimum benefits. This will improve
the business of the organization (Wang and Cui, 2021).
Approach and method of Learning and Development strategies
Learning and development strategies shows how an organisation execute capability skills and
competencies of their workforce that organisation can get (Zakariya and et.al 2019). To form
learning and development strategies they are various methods and approaches used by the
organisations that organisation can achieve their goals and objectives.
Alignment with business strategies
It is very important to ensure that all the learning and development strategies must align
with the business strategies it is necessary because the needs of Learning and Development can
be different and unique. For example if the organisation is giving priority to brand marketing
strategy so it is necessary to ensure that incorporate marketing strategy of the organisation must
be acted in aligned.
Priorities of organisation
It is a necessary to make learning and development strategies are the priorities of the
organisation. Apart from this it is the responsibility of management in the must execute various
Strategies and professional development to create budget and to maintain resources of the
organisation as well.
Resources and consideration
Along with resources consideration must be used in learning and development strategies
so that they can create an effective trading opportunities. Organisation can provide various
training Management courses to the human resources and also conduct various workshop for
them so that they can make better strategies by using each and every shots of the organisation.
Assessment of internal stakeholder
It is very necessary to conduct an internal assessment so that organisation can recognise various
stakeholders I also know the reason why learning and development strategies are important for
them.

Factors affect learning and development
There are various factors which affect the learning and development strategies such as structure
of the organisation their culture senior management work pressure and various managerial skills
(Li and et.al 2019). These are the major factors which impacts the overall running and
development strategies.
Structure of organisation
The overall structure of organisation is very necessary for creating various learning and
development strategies. If the structure of organisation is using size then the learning and
development strategies should be formed according to the structure and it is the responsibility of
the management that they must prepare such strategies which provide benefit to the organisation.
Culture
Culture plays a great role in executing the learning and development strategies.
Organisation must maintain a positive and healthy working culture so that employees can work
effectively and they can work as per the learning and development strategies. Management must
create a cultural environment where employees take chance to learn new skills and knowledge
and therefore they can work as per the training and development strategies.
Managerial skills
Managerial skill is an important factor for executing the learning and development
strategies. All the managers whether they are working on a senior level or a middle level they
must know how to handle the team and how to encourage and motivate their teammates so that
they do not hesitate to accept challenges. Along with it manager first provide proper guidance
and feedback to the Employees and teammates so that they must know that their loopholes and
how they can overcome their weaknesses.
Advantages and disadvantages of training methods
Online classroom
It is one of the methods of delivery wages information in the oral form. In this method do
not need to attend the class physically but they can learn new things with the help of technology.
Advantages
It is very quick and simple method of providing learning. Training can be provided to
large number of employees with the help of online class classrooms (Mosca and et.al 2019).
Trainers learn all the skills without having any kind of work pressure.

Disadvantage
n this method large number of trainees learns new skills and there for this specific and
particular need of each and every trainee cannot be fulfilled. It is not useful for developing
various interpersonal skills.
Job instruction training
It is a step-by-step training program which states about each and every job and its basic
task. It is useful for those trainees who do not have any idea about their job role.
Advantages
Provide proper instructions to the trainees about their job role. Another objective of job
training is that it is inexpensive and cheaper. Penis can share their feedback and any suggestions
quickly. It is one of the simplest method and employees can experience the real job situations.
Disadvantages
There are high chances that the equipments may get damaged within the training period.
Rejection rate of the products are very high. Another disadvantage of this method is that it can
impact the service quality of their employees and if the employees do not get the skills then it
may impact their work in the organisation.
Approach to evaluate learning and development
By setting the right Foundation
During the entire training period learning and development team focuses on providing
learning objectives and also creating strategies so that team can attend the objectives. Approach
to measure the learning and development interventions so that management can know is their
Strategies and working appropriately or not and business getting success from the learning and
development.
Selection of right evaluation model
This is another approach for evaluating learning and development interventions is that
management need to recognise the right valuation model which is used for the training it will
help the management to clarify what should be measured how should be measured and how to
understand evaluation and various outcomes. Success of the organisation depends on the
customisation of various evaluation models.
Approach to drive employee performance

There are various approaches used to know the performance of employee and insured that the
trading program must provide benefits to the organisation. To get best outcome employees it is
necessary to make them encourage and motivate during the learning. Management also helps
learners to enhance and apply new skills so that we can face any kind of challenge.
Maximize the business impact
When the organisation gets affected by the learning and development that is very important to
know the impact of strategies and improvise the learning of employees as well.
Approaches to evaluate return on investment
Return on investment states about various approaches through which business can generate
higher return. Return on investment is very important for the perspective of investors because
they want that their investment provide them higher returns and also generate capital
appreciation for them. There are various approaches which helps the organisation to evaluate the
return on investment.
Recognise business measures
It sounds very normal and basic but this is the first decision which order management
takes to measure the goals and objectives of the organisation so that they can make efforts
accordingly and earn profit and higher sales.
Identify business drivers
In this step management tries to identify those key business areas which drive the entire
business and take right directions. This information is very necessary to analyse the return on
investment because it is very necessary for the point of view of organisation that their customers
must get satisfied with the services provided by the company.
Formation of strategies to measure ROI
This is one of the important approach that organisation must form different strategies so that they
can easily measure return on investment (Du and et.al 2019). This will help the organisation to
attract new investors because when the company provide higher return to the existing members
then automatically new investors will invest their money in the company.
External factors affect learning and development
There are many external factors which is easily impact the learning and development such
as :
Availability of human resources

Shortage of workforce can create a challenge for the organisation. In the absence of
proper human resources organisation cannot get success apart from this those who are qualified
ineligible employees they will also leave the company to grab the better opportunities this is a
huge loss to the organisation and impacts the overall learning and development.
Market trend
Every company and Organisation has to face market Trends and forces which impacts the
learning and development as well (Zuparova and et.al 2020). Train includes various new
technologies changes in government and the policies of the government apart from this economic
conditions and demand of the consumer may impact the overall organisation.
The organisation has to adopt new and modern technology apart from this they have to
maintain all the laws and regulations which has been changed by the government and it is the
moral responsibility of the organisation that they must provide all the products which is being
demanded by their customers. Otherwise restraint and forces will damage the overall profitability
of the organisation.
Conclusion
From the above report it can be concluded that this report demonstrate about managing
human resources within the organisation. This report describe the role of Learning and
Development team within the organisation apart from the various approaches and methods which
is used for making learning and development strategies is also being elaborated in this report.
Advantages and disadvantages of different training methods have also been mentioned in this
report so the organisation can choose appropriate training method. A different approach which is
used to evaluate the return on investment has also been discussed in this report.

REFERENCES
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