Clarifying your learning and development strategy

Article Type: Abstracts From: Development and Learning in Organizations, Volume 23, Issue 6

HirshW. Training Journal (UK), May 2009, Start page: 48, No. of pages: 6

Purpose – Presents the second article in a series on strategic learning and development (L&D) and looks at strategic challenges and choices in how learning opportunities are delivered and who supports individuals in their learning. Design/methodology/approach – Looks at four main ways in which learning is supported: formal education and training; informal coaching from managers and peers; personalised learning support; and planned experiences and team or group interventions. Discusses how alternative ways of providing learning have different implications for who supports learning in the organisation. Examines where in the organisation L&D sits and provides case studies showing how organisations translate their strategic learning needs and philosophies into L&D delivery. Provides insets on coaching on the job and trends in L&D. Findings – Considers that the L&D function must understand the extent to which realistic demands are being made on employees,whether line managers can provide what is expected of them, if the L&D function can deliver the training needed and, if not, does it have the budget for external suppliers and the capability of managing them. Originality/value– Looks at the choices available in learning provision and support. Article type: Viewpoint ISSN: 1465-6523 Reference: 38AM314

Keywords: Coaching, Learning, Training, Training methods