This document discusses training and development in three paragraphs: 1) It outlines the importance of identifying learner needs through a training needs analysis to determine existing and required capabilities. Data should be gathered from documentation, surveys, competence frameworks and performance analysis. 2) A learning and talent development strategy should be influenced by business strategy, operational factors, and a human capital approach. The strategy also needs to be regularly updated. 3) Training must be translated into tangible results for the business. Companies should move away from traditional classroom styles and provide bite-sized, mobile-friendly learning modules. Line managers play a key role in supporting learning but are often not effective in this role.