The document provides an overview of the role of Learning and Development Advisors within organizations. It defines their job responsibilities such as program design, project management, and facilitating training. It also discusses the qualifications, skills, and experience needed for the role. Finally, it outlines current and emerging trends in the field, such as a shift toward more strategic roles and an increased focus on soft skills training.

1. Career Briefing – Learning &
Development Advisors within
Organisations (Internal)
By Samantha Anderson, Martina Calderan, Olivia Paris, Thomas Ziegler & Lincoln (May
2012).
In order to construct the following handout, we accessed a wide variety of websites including
Seek.com and ‘Personnel Today’, interviewed a remunerations officer at AGL, and located statistics
through the Australian Bureau of Statistics.
What is a Learning and Development Advisor & What do they do?
Definition of role:
A Learning and Development (LD) Advisor is, in broadest terms, an internal consultant (generally
reporting to a LD or HR Manager) that oversees and advises on the development, implementation
and evaluation of learning activities that are designed to meet specific business objectives &
learners' needs. LD differs to training in that it aims to get the learner to take responsibility for their
own learning rather than being a passive recipient (Retail Human Resources 2012).
Job Description:
There are many roles that fall into the job description of LD Advisors. The main areas of work
identified within 15 current job advertisements for LD Advisors are addressed below. They are
sorted into 11 main categories and ranked below according to the number of occurrences within the
15 job advertisements examined. Any roles that were identified by more than half the
advertisements are listed individually (SEEK.com 2012, CareerOne 2011, twosteps 2011, WebJobs
2012, Burswood Entertainment Complex 2011, Worcestershire County Council 2006).
Program Design & Development – 100%
Career/Staff/Performance/Talent Management & Succession Planning – 80%
Project Management – 73%
Facilitating/Training/Coaching i.e. Delivery of Learning Activities 73%
Coordinating Activities & Training Calendars 66%
Relationship Building/Liaising with Relevant Stakeholders 53%
Research/Analysis, Administrative Tasks, Quality Assurance, Designing/Maintaining/Improving
Systems, Evaluation/Feedback
Required Experience, Skills, Attributes and Qualifications for LD Advisors
The main skills, experience, attributes and qualifications for LD Advisors as identified by the 15 job
advertisements are (SEEK.com 2012, CareerOne 2011, twosteps 2011, WebJobs 2012, Burswood
Entertainment Complex 2011):

2. Experience in LD 93% Attributes 66%
Needed (time not specified) – 53% Team Worker – 27%
5yrs or more - 20% Passionate- 27%
None – 7% Attention to Detail – 20%
1-2yrs – 7% Influential/Affecting Change – 20%
3-5yrs – 7% Autonomous- 20%
Understanding of Adult Learning Principles – 20%
Relevant Skills 87% Experience in the specific industry (e.g. retail,
Relationship Building Skills - 53% financial planning etc.) –13%
Communication/Interpersonal Skills – 60% Motivated/Proactive – 13%
Program Design Skills – 47% Creativity – 13%
Facilitation/Presentation Skills – 40% Confidence – 7%
Organisational Skills – 27%
Project Management Skills – 20% Qualifications 60%
Strategic Thinking & Problem Solving – 13% Relevant Degree – 47%
Consulting Skills - 13% Cert IV TAE/TAA – 20%
Familiar with CBT/Training Packages – 13%
Computer Skills – 13%
Research/Analysis Skills 13%
Multitasking – 7%
Administrative Skills – 7%
Current Trends in the Learning and Development Profession
In organisations today, LD advisors are playing an important role. The need for LD advisors is
growing more significant in order to increase employees’ skills (Hulse 2010). “New technology and
the rapid pace at which it develops, is a major factor contributing to the development of the new
economy”(Hulse 2010).The new economy has profoundly affected workers, as jobs can be carried
out more efficiently and cheaply through technology use, rather than human labour.
Telecommunication systems have also been improved by technology. For example, it is now possible
for organisations all over the world to rapidly communicate with one another. It is this quick
communication that enables the international marketplace to exist (Hulse 2010). In order to
maintain a competitive edge in this fluid environment, organisations need LD advisors to create new
ways for employees to develop new skills, as well as providing means of broadening employees’
careers. Also, if organisations want to improve the quality of their products and productivity, “there
are many ways that companies can try to change the way they do business, including redefining
corporate structures and revising policies and procedures“ (Hulse 2010). Furthermore, they can
facilitate the learning of their employees through the concept of LD, administered by LD advisors, to
develop employee understanding and awareness regarding liaising with customers and best business
practice (Hulse 2010). By doing this, organisations are more able to effectively utilise LD advisors,
thus increasing the learning capability of its employees (Hulse 2010).
Emerging Trends in the Learning & Development Profession
The role of a Learning and Development (LD) advisor within an organizing has undergone a large
level of change over the past 10 years. With the growing awareness within management of the need
to better equip their employees with skills, a growing demand for learning advisors has occurred. A

3. major emerging trend within a LD advisor is a change in the primary type of learning being
conducted. Ten years ago, organisations training initiatives were primarily concerned with ‘technical’
types of learning, which would benefit procedural processes. Recently, LD advisors have needed to
concentrate their training towards ‘capability’ like skills such as problem solving or team work (AGL
2012, pers. Comm., 1 May).
A LD advisor is also beginning to have a different goal while conducting their work within the
organisation. Many organisations are valuing their employees higher within the organisation and
understand that through providing career paths and learning opportunities, you can increase not
only an employee’s skill level but also job satisfaction, promoting them to stay longer at the
company. With this in mind, a LD advisor is taking on a more of a strategic role within an
organisation. This involves the long term training of an employee, thus working towards a lower
retention rate and productivity within an organisation. (AGL 2012, pers. Comm., 1 May)
Change Issues
As mentioned in the emerging trends section of this handout, the role of a LD advisor is changing. As
workers are now working in such an unstable and insecure environment organisations are looking,
now more than ever, at ways to lower costs and increase productivity (wjhipwell 2009). Through this
cost cutting, an area that would seemingly be downsized is the learning and development
department as it is not seen as a vital function of an organisation. However, Australian studies have
shown that the LD areas within organisations are increasing in size and spending at a rate of 4.6%
(Interview, cited Mercer consulting 2012 Report). This growth is due to the fact that organisations
are aware of the value and benefit the LD area can have for the organisation. The below table shows
the average number of hours committed to development by organisations from 1998 – 2008. It is
expected to continue to grow.
Hours Dedicated to Research & Development within Organisations between 1998-2008
Year 1998 2000 2002 2004 2006 2008
Human Resources 45502 46287 49612 55204 58905 61310
Devoted to R&D (PYE)
As organisations are looking to become more efficient, a challenge for LD advisors is the possibility
of changes to their job description; for example, it could result in their job expanding into other
roles, such as an instructional designer or a trainer.
A change in what employees are looking for is also occurring; LD advisors now need to be more
analytical than before. They must have the ability to critically analyse an organisation’s needs, and
then tailor and advise which learning strategies are most suitable.
Organisations are also trying to become increasingly innovative, so a LD advisor who can help an
organisation differentiate themselves from competitors will have the upper hand in the hiring
process.
Implications for Individuals Interested in Working as a Learning and
Development Advisor
Qualifications

4. According to SEEK.com (2012), to apply for a position as a LD advisor, the desired candidate must
have qualifications (either a degree or certificate) in not only Human Resources, but additionally a
Certificate IV in Training and Assessment.
Certificate IV in Training and Assessment
This qualification ‘reflects the roles of individuals delivering training and assessment services in the
vocational education and training sector’ (Training.gov.au 2012). There are a variety of opportunities
and ways in which individuals can access and complete this qualification:
OTEN - (distance education) offer an online program through Western Sydney TAFE
SEEK.com - offer an online distance program
TAFE - offers internal full time and part time options
UTS- The University of Technology Sydney offers an intensive course run through ‘Training and
Development Services’ where students completing a degree in Organisational Learning may
apply for RPL for half of the competencies required for this qualification. The complete course
is run intensively over several short blocks of time consisting of 2-4 days (UTS: Training and
Development Services 2012).
Competitive nature of the current job market
“The competitive nature of the current job market means a high number of… graduates and school-
leavers are competing against each other for limited positions” (Graduate Management Association
of Australia n.d.). To become a LD advisor experience is imperative (Smart Manager 2012).
“Participating in either paid or voluntary work experience with a HR team will strengthen a
candidate's CV and give them a better opportunity in the job market” (Personnel Today 2011).
Networking
Widening one’s networks will be increasingly important if individuals wish to thrive within the
Human Resource sector. For LD advisors, networking is essential as it enables them to link up with
the various departments they need to liaise with, whilst increasing market intelligence and sourcing
new strategic alliances. Networking can also be achieved through avenues such as mentoring and
graduate programs (Personnel Today 2010).
Graduate opportunities:
New graduates or those interested in working in LD may progress from a graduate internship or
administrative role to move “from HR administration assistant to HR advisor through ‘on-the-job’
experience” (Personnel Today 2011).
Graduate opportunities and entry-level positions in HR have managed to withstand the “faltering
economic recovery” (Personnel Today, 2011) as a consequence of continuously rapid changes within
the organisational context and the need to pursue employee development.
There are a wide range of opportunities for those interested in pursuing their career to become a LD
advisor that can easily be accessed online such as Allianz Insurance who offer successful graduate
recruits financial support while they are studying towards relevant qualifications (Allianz 2011).

5. Changes to LD and its functions
One of the most influential factors changing current and future employment for LD advisors is
technology. With an increase in technology and a demand for more technologically literate
individuals, it can be said that “technology and technological change will dominate the working
landscape” (Smart Manager 2011). In effect, technological changes will increase the demand for a
highly skilled workforce and add volumes of change in workplaces (Smart Manager 2011).
There will be increase in the need for LD advisors, as there is a shift from training to learning. As a
result, employees will need to be constantly monitoring their own development and will have to
engage in ‘lifelong learning’ in order to stay current within their workplace. “Employers will expect
individuals to invest in their own training in new technology as it hits the market and seeps into work
processes” (Smart Manager 2011).
For employers, the processes they use to employ and retain staff will become more selective and
complex, as employers will stress the need for the best and will be extremely selective in their
choice of employees, especially within these difficult economic times. An implication of this trend for
LD advisors is that it may require those in the position to focus more on re-development and
retention of staff during times of upcoming organisational change, due to the continuous changes in
the workplace (Smart Manager 2011).
In addition, there has been a shift from training purely for technical skills, towards training in soft
skills, as a result of employment shortages and the growing desires of organisations to keep their
employees engaged and to differentiate themselves from their competitors (AGL 2012, pers. comm.,
1 May).
References
Allianz 2011, Professional Development, viewed 2 May 2012,
<http://www.allianz.com.au/careers/career-development/professional-development>
Burswood Entertainment Complex 2011, Careers at Burswood - Learning and Development Advisor,
viewed 27 April 2012,
<https://crownltd.taleo.net/careersection/chef/jobdetail.ftl?job=46842&lang=en
CareerOne 2011, Learning Development Advisor Job, viewed 27 April 2012,
<http://jobview.careerone.com.au/Learning-Development-Advisor-Job-Brisbane-QLD-AU-
108266856.aspx>
Graduate Management Association of Australia n.d., GMMA White Paper, viewed 2 May 2012,
<http://www.gmaa.com.au/gmaa-whitepaper/>
Hulse, S. 2010, Trends in Learning and Development, viewed 4 May 2012,
<http://learningsolutions.jplcreative.com/blog/index.php/2010/06/04/trends-in-learning-and-
development/>
Personnel Today 2011, Graduate Routes into HR, viewed 1 May 2012,

6. <http://www.personneltoday.com/articles/2011/07/15/57793/graduate-routes-into-hr.html>
Personnel Today 2010, HR Networking: Top tips and benefits, viewed 2 May 2012,
<http://www.personneltoday.com/articles/2010/08/04/56363/hr-networking-top-tips-and-the-
benefits.html>
Personnel Today 2011, What types of HR specialism are there?, viewed 4 May 2012,
<http://www.personneltoday.com/articles/2011/02/28/57391/what-types-of-hr-specialism-are-
there.html>
Retail Human Resources 2012, Training/Learning and Development Advisor Jobs, viewed 27 April
2012, <http://www.retailhumanresources.com/job-seekers/retail-job-types/training-learning-and-
development-advisor-jobs>
Australian Bureau of Statistics 2008, ‘Research and Experimental Development, Higher Education
Organisations, Australia, 2008’, cat. no 8110.0, ABS, Canberra, viewed 3 May 2012,
<http://www.abs.gov.au/ausstats/abs@.nsf/mf/8111.0/>
State University 2012, Trends in Training Development, viewed 4 May 2012,
<http://careers.stateuniversity.com/pages/852/Trends-in-Training-
Development.html#ixzz1u6OluOkw>
SEEK.com 2012, L D Advisor, viewed 27 April 2012, <http://www.seek.com.au/Job/l-d-
advisor/in/sydney/22015581>
SEEK.com 2012, Learning Development Advisor, viewed 27 April 2012,
<http://www.seek.com.au/Job/learning-development-advisor/in/perth/22130724>
SEEK.com 2012, Learning Development Advisor, viewed 27 April 2012,
<http://www.seek.com.au/Job/learning-and-development-advisor/in/perth/22149673>
SEEK.com 2012, HR Advisor Learning Development, viewed 27 April 2012,
<http://www.seek.com.au/Job/hr-advisor-learning-development/in/sydney/22061674>
SEEK.com 2012, Learning and Development Advisor, viewed 27 April 2012,
<http://www.seek.com.au/Job/learning-and-development-advisor/in/perth/22149064>
SEEK.com 2012, Human Resources Learning and Development Advisor, viewed 27 April 2012,
<http://www.seek.com.au/Job/human-resources-learning-and-development-
advisor/in/sydney/22112028>

7. SEEK.com 2012, Learning and Development Advisor, viewed 27 April 2012,
<http://www.seek.com.au/Job/learning-and-development-advisor/in/perth/22030013>
SEEK.com 2012, Learning Development Advisor, viewed 27 April 2012,
<http://www.seek.com.au/Job/learning-development-advisor/in/perth/22127309>
SEEK.com 2012, Learning and Development Project Advisor, viewed 27 April 2012,
<http://www.seek.com.au/Job/learning-and-development-project-advisor/in/brisbane/22076495>
SEEK.com 2012, Learning and Development Advisor, viewed 27 April 2012,
<http://www.seek.com.au/Job/learning-and-development-advisor/in/auckland/22106209>
SEEK.com 2012, Learning and Development Advisor, viewed 30 April 2012,
<http://www.seek.com.au/Job/learning-and-development-advisor/in/perth/22030013>
Smart Manager 2011, The Future of jobs and work, viewed 30 April 2012,
<http://www.smartmanager.com.au/web/au/smartmanager/en/pages/110_changing.html>
Training.gov.au 2012, Qualification Details: TAE: 40110, viewed 30 April 2012,
<http://training.gov.au/Training/Details/TAE40110>
twosteps 2011, Learning and Development Advisor, viewed 27 April 2012,
<http://twosteps.com/job-detail/australia/business-services/learning-development-advisor/1699/>
UTS 2012, UTS: Training and Development Services, viewed 1 May 2012,
<http://www.tds.uts.edu.au/>
WebJobs 2012, HR/Learning & Development Advisor, viewed 27 April 2012,
<http://www.webjobz.com/jobs-HR-Learning-and-amp-Development-Advisor-1532245.html>
wjhipwell 2009, The Future of Learning & Development: Part 3, video recording, viewed 1 May, 2012
http://www.youtube.com/watch?v=hZ5Zv3dofrs
Worcestershire County Council 2006, Job Description- Learning and Development Advisor, viewed 27
April 2012, <www.worcestershire.gov.uk/workforce/jobs/jdps/11169jd.pdf>

8. Appendix
Interview conducted by Thomas Ziegler on Tuesday, 1st of May 2012
AGL Training Advisor Interview
Remunerations officer
How has the industry of a LD advisor changed whilst you have been in the industry?
Originally training was purely focused on technical training, so how you do things, and now they still
do that but there is more training in the area of capabilities like skills (problem solving, teamwork,
public speaking). This has occurred due to employment shortages and companies wanting to keep
their employees engaged, due to the fact that they are looking at ways to differentiate themselves
from other companies.
Companies don’t want to keep throwing money at people, they would rather help people develop
their career to promote people to stay at their company,
Studies show that people leave organisations primarily because they don’t like their boss or for
career opportunities elsewhere.
The LD advisor role has evolved into a more strategic focus on the organisation with an emphasis on
competency based training rather than technical training.
Their job is to analyse the needs of the company and then design and deliver a suitable program
based on their analysis – in the past, this did not occur.
What particular traits are you looking for when hiring a LD advisor?
Different companies look for different traits, some of these include:
People who have analytical skills and training skills
Experience within the field of work, usually approximately 5 years
Someone who has great interpersonal communication skills