The purpose of this paper is to provide a case for a new future for learning and development (L&D) functions in organizations.
The article is based on work done in a variety of organizations as well as published sources. The article is provocative in suggesting a split of L&D from human resources (HR).
The paper finds that there is an alternative to the current model in many organizations of having L&D subservient to HR. Linking L&D with organizational development (OD) may be a better model.
The paper has real practical implications for leaders/managers, and L&D professionals. The place of L&D is not a trivial issue. Given that all organizations have to invest in L&D to survive, where this function is located has real business impact.
The paper will be of value to senior managers and learning specialists in assisting them to think about the place of L&D in the organization.
