This PowerPoint presentation, titled "HR for Non HR: Learning & Development (L&D)," is designed to provide non-HR professionals with an understanding of the significance and components of L&D in the workplace. The deck covers topics such as the importance of acquiring new skills, the ongoing process of enhancing individual and organizational performance, and key facts highlighting the value of L&D. It also delves into the components of learning and development, including learning, development, training, and education. The presentation emphasizes the need for organizations to prioritize L&D to foster a culture of continuous learning, innovation, and adaptability.
2. If I don’t learn new skills and developing myself, what are likely to happen to me ?
Why I need to acquire new skills and developing myself ?
Group Discussion
3. Learning and Development at the Workplace
• It refers to the ongoing process of acquiring knowledge, skills,
competencies and behaviors that enhance individual and
organizational performance.
• It encompasses various activities, programs, and initiatives
designed to support employees in developing and improving
their capabilities, both in their current roles and for future
growth and advancement.
• L&D initiatives are designed to support employees at all levels,
from entry-level positions to executive leadership, in their
personal and professional development journeys..
• The ultimate goal of L&D in the workplace is to create a learning
culture, where employees are empowered to take ownership of
their development, seek opportunities for growth, and contribute
to the success of the organization.
4. Key Facts on the Importance of Learning and Development at the Workplace
• According to Gallup, organizations that prioritize employee
development experience a 14% increase in employee
productivity.
• Based on a report by Deloitte, organizations with a strong
learning culture are 92% more likely to innovate and have 37%
higher employee productivity.
• Research by LinkedIn indicates that 94% of employees would
stay at a company longer if it invested in their career
development.
• The World Economic Forum predicts that by 2025, 50% of all
employees will require reskilling to perform their job
effectively due to the rapid technological advancements and
changing job requirements.
5. The Importance of L&D at the Workplace
• Employee Performance and Productivity: L&D programs equip
employees with the necessary skills and knowledge to enhance
their performance and increased productivity. This, in turn,
contributes to achieving organizational goals and objectives.
• Organizational Culture and Employee Engagement: L&D programs
contribute to building a positive organizational culture that values
learning, growth, and development which encourages knowledge-
sharing, collaboration and fostering a positive work environment.
• Leadership Development: By offering leadership training,
mentoring, and coaching programs, organizations can cultivate a
pipeline of capable leaders who can drive strategic initiatives,
inspire teams, and guide the organization toward its goals.
• Adaptability and Innovation: L&D plays a crucial role in equipping
employees with the skills and knowledge required to adapt to
evolving market dynamics and embrace new technologies.
By investing in L&D, organizations
can build a skilled workforce,
increase employee engagement,
and adapt to the changing business
landscape, ultimately achieving
their strategic objectives.
6. The Key Components of Learning and Development at the Workplace
Learning and Development
Learning Development Education
Training
• It involves acquiring new
knowledge, skills and
competencies
• It encompasses both
formal and informal
learning experiences,
such as training programs,
workshops, e-learning
modules, mentoring, job
rotations, and self-
directed learning.
• It focuses on the long-term
growth of individuals within
their current roles and for
future career progression.
• It involves enhancing existing
skills, expanding capabilities,
and cultivating leadership
qualities. Development
opportunities can include
coaching, mentoring and
stretch assignments.
• It refers to specific
programs or initiatives
designed to impart
knowledge and develop
skills in a targeted area.
• It often follows a
structured curriculum with
defined learning objectives
and outcomes. Training
can be delivered through
various methods
• It refers to broader and
more formalized learning
experiences that provide
individuals with a deeper
understanding of a subject
area or field of study.
• It typically involves pursuing
degrees, certifications,
diplomasfrom educational
institutions or professional
organizations.
These components are interrelated and interconnected. These components form a comprehensive approach to
support individuals in their personal and professional growth while enabling organizations to enhance
performance and remain competitive.
7. Key HR Concepts : Learning and Development
Front
liner
Supervisor Executive Manager
Senior
Leaders
Business
Leaders
Scope & Impact
Skills and Competency Required over career stages Focus of competency types in each career stage
Technical
Leadership
Front liner Supervisor Executive Manager Senior
Leaders
Business
Leaders
8. Key HR Concepts : Learning and Development
Learning Triangles
Education Exposure Experience
Behaviour Change and skills gained
Low Medium High
Increasing Impact
10%
20% Exposure
70% Experience
Education
DEVELOPMENT
Activities
Conference /
Seminar
360° / 180º
feedback
Inter-company
transfer
Internal
Transfer
Project
Assignment
Networking
Continuous
education
program
On- boarding
Job
Rotation
Mentoring
Ongoing
Feedback
Professional
Course /
Industry
Certification
Training /
Workshops/
e-module
Experience Exposure Education
Coaching
Development Activities
10. The Seven Key Components of Learning and Development
Need Assessment
Learning Objective
Design
Delivery
Monitor and Assess
ROI Measurement
Evaluate Learning Outcomes
12. Needs Assessment
Conducting a thorough analysis to identify the learning and
development needs within an organization involves gathering relevant
data and information to assess the skills, knowledge, and performance
gaps among employees.
Define the Purpose: Clarify the purpose and scope of the analysis :
Identifying skill gaps in a particular department, assessing the training
needs for a new system implementation, or evaluating leadership
development requirements.
Select appropriate data collection methods to gather information.
Some common methods include Surveys, Interviews, Focus Groups,
Performance Evaluations and Job Analysis.
Once the data is collected, analyze it to identify patterns, trends, and
common themes. Look for recurring areas where there are gaps
between desired and actual performance or where additional training
and development can enhance skills and competencies.
13. Needs Assessment
Prioritize the identified learning and development needs based on their
significance and impact on individual and organizational performance.
Align the identified needs with the overall organizational goals and
strategies. Consider the resources, time, and feasibility of addressing each
need.
Involve relevant stakeholders, such as managers, team leaders, and
employees, in the analysis process. Seek their input and perspectives on
the identified needs to ensure a comprehensive understanding of the
learning requirements. This engagement also helps increase buy-in and
support for subsequent learning interventions.
By conducting a thorough analysis to identify learning and development
needs, organizations can gain valuable insights into the areas where
interventions are required. This analysis serves as the foundation for
designing targeted and effective learning initiatives that address the
identified gaps, enhance employee capabilities, and contribute to
organizational success.
14. Examples of Learning and Development Needs
Technical Skills Development
Many organizations identify a need to
enhance employees' technical skills
relevant to their roles. This may include
areas such as software proficiency,
project management, or industry-
specific technical knowledge.
Leadership Development
Developing effective leaders and
managers is a common priority.
Organizations often identify a need to
enhance leadership skills such as
communication, decision-making,
strategic thinking, team management,
and emotional intelligence.
Change Management and
Adaptability
Given the fast-paced business
environment, organizations recognize the
need to develop employees' change
management and adaptability skills
examples resilience, flexibility and the
ability to embrace and lead change
initiatives.
Compliance and Ethical Behavior
Organizations operating in regulated
industries or dealing with sensitive data
require for training on compliance, ethics,
and legal requirements, topics such as
data privacy, cybersecurity, anti-
harassment, and anti-discrimination
training.
Customer Service and
Relationship Building
Many organizations prioritize developing
customer service skills and building
strong customer relationships. This
includes training employees on effective
customer communication, problem-
solving and creating positive customer
experiences.
Digital Skills & Digital
Transformation
With the increasing digitization of
workplaces, organizations often identify
the need to develop employees' digital
skills. This includes training on using digital
tools, remote work technologies, virtual
collaboration platforms, data analytics, and
cybersecurity.
15. Examples of Learning and Development Needs
Communication and Interpersonal
Skills
Strong communication and interpersonal
skills are essential for collaboration,
teamwork, and building relationships
within the organization. Developing skills
such as effective listening, conflict
resolution, negotiation, and presentation
abilities is often identified as a need.
Teamwork and Collaboration
Collaboration and teamwork are essential
for achieving organizational goals.
Organizations may identify the need for
training on effective teamwork, conflict
resolution, building trust, and leveraging
diversity within teams.
Professional Development and
Career Growth
Supporting employees' professional
development and career growth is a
common need. Organizations may offer
training on career planning, goal setting,
performance management, and providing
opportunities for skill-building and
advancement.
Industry-specific Knowledge and
Certifications
Some organizations require employees
to possess industry-specific knowledge
or certifications. This can include areas
such as healthcare regulations,
financial industry standards,
environmental sustainability practices,
or specialized technical expertise.
Employee Well-being and
Resilience
Recognizing the importance of
employee well-being, organizations
may identify the need for training
programs that address stress
management, work-life balance,
mental health awareness, resilience
building, and promoting a healthy
workplace culture.
Technical Training on New Systems
or Processes
When organizations implement new
systems, processes, or technologies,
there is a need for specific technical
training to ensure employees can
effectively use and adapt to the new
tools or workflows.
16. Organization’s Learning and Development Needs
What are the data and information available to assess Organization’s Learning
and Development Needs?
What are the key insights ?
What are your company Learning and Development Needs ?
17. My Team and My Learning and Development Needs
What are the key findings of my team and or my skills or competencies gaps?
What challenges or obstacles is the team facing in achieving its goals?
What are My team and/ or my Learning and Development Needs ?
19. Learning Objectives
• Establishing clear and measurable learning objectives is a critical
step in the learning and development process.
• These objectives define the desired outcomes of the learning
program and guide the design, delivery, and evaluation of the
program.
• In addition, following the SMART goals, learning objectives must
also directly contribute to building the skills, knowledge, or
competencies that are necessary for individual and organizational
success.
• Effective learning objectives are designed to engage and motivate
learners. They highlight the relevance and importance of the
learning outcomes, creating a sense of purpose and motivation for
learners to actively engage in the learning process.
20. Examples of Learning Objectives
These learning objectives
are to drive the
organization towards long-
term success, employee
engagement, and
continuous improvement.
It's important to align
these objectives with the
organization's vision,
mission, and strategic
priorities to ensure they
have a meaningful impact
on the overall growth and
success of the
organization.
Cultivate a culture of continuous learning and innovation by providing learning
opportunities and resources that encourage employees to embrace new
technologies and processes, fostering a 25% increase in employee-driven
innovations within two years.
Develop future leaders by implementing leadership development programs
that equip high-potential employees with the skills and competencies needed
to lead strategic initiatives, resulting in a 30% increase in internal leadership
promotions within three years.
Foster a customer-centric organization by providing customer experience
training to all employees, resulting in a 20% improvement in customer loyalty
and repeat business over the next five years.
Drive operational excellence by delivering process improvement training and
empowering employees to identify and implement efficiency measures,
resulting in a 15% reduction in costs and a 20% increase in productivity within
three years.
21. Organization’s Learning and Development Objectives
What are the organization's strategic goals and priorities, and how
can L&D initiatives contribute to their achievement?
What specific skills and competencies gaps that need to be addressed
for the organization to stay competitive and succeed in its industry?
What are the critical leadership capabilities needed to drive
organizational growth and develop future leaders?
What are the desired behaviors, values, and cultural attributes that L&D
initiatives should promote within the organization?
22. My Team and My Learning and Development Objectives
What are my team strategic goals and priorities, and how can L&D
initiatives contribute to their achievement?
What specific skills and competencies gaps that need to be addressed
for the team to perform?
What are the critical leadership capabilities needed to drive my
team?
What are the desired behaviors, values, and cultural attributes that L&D
initiatives should promote within my team?
24. Individual Development Plan
Is there any form or structure of Individual Development Plan in your
company?
When was the last time you have had formulated your IDP?
When was the last time you have had an IDP conversation with your
team members?
25. Individual Development Plan
IDP is a process you own, in
partnership with your manager, to
enhance your professional growth by:
• Identifying and pursuing your
personal goals for professional
development
• Setting goals to learn or improve
in important competencies you
will need now or in the future
• Identifying your strengths,
talents and passions and
planning ways to use them on
the job
26. Step-by-step of Individual Development Plan
IDENTIFY my Professional
Goals (Begin with the end
in mind)
• What do I want to achieve
in the future?
• What opportunities exist
in my current role that will
help me develop and
grow?
• What do I want to
learn…prepare for?
MEET With my
Manager and Act on
My Plan
• Schedule a meeting
with my manager to
discuss my draft IDP.
• Refine my IDP.
• Partner with my
manager to make the
plan work.
• Act on the plan and
assume ownership.
My Professional goals
on the IDP.
DETERMINE my Strengths
and Development
Opportunities
• Based on performance
feedback and review
:What are my strengths?
What are my areas to
improve, or new areas to
learn?
• What are my passions,
what do I love doing?
My strengths and
development
opportunities
PLAN Your Focused IDP
Objectives and Action
Steps
• What will my objectives
be for this IDP?
• What development
opportunities are
important for me to
focus on?
• What SMART action
steps will I take to
achieve my IDP?
My ideas for
development activities
Step 1 Step 2 Step 3 Step 4
My finalized IDP with
Manager’s support
27. Where I see myself in the future (my career
and/or professional growth goals)?
What I see as my strengths?
What I see as my development
opportunities ?
Development Plan I will commit to with my
manager’s support
Activity : Individual Development Plan (15 mins)
28. Examples : Individual Development Plan
Where I see myself in the future (my career
and/or professional growth goals)?
I would like to be using my knowledge of accounting in a more senior role
– maybe in 3-5 years. This could be at the Assistant Manager level, where
I could influence decision making and contribute to better financial
planning and budgeting process.
What I see as my strengths? • Accounting knowledge
• Ability to explain Finance Info to employee across levels including
senior leaders
• Strong Analytics
What I see as my development
opportunities ?
• Need experience managing people
• Learn how to delegate effectively
Development Plan I will commit to with my
manager’s support
• Present the quarterly financial meetings to senior leaders (work with
my manager)
• Create plan to delegate ongoing analysis to junior staff and monitor
their work closely by Q1
• Meeting with my manager to review people challenges/progress and
get coaching.
29. Development Opportunity : Time Management
Definition:
Budgets time effectively and uses it efficiently. Values time of self and others.
Attends to priority items first. Does not spend too much time on non-critical
issues. Protects time for proactive work as opposed to reactive work.
Suggested Development Activities:
• Do not overbook your schedule; be realistic with what you can accomplish
in one day.
• Identify a significant time waster and make a plan to reduce the problem.
• Establish a habit of creating a daily to-do list, noting the most important
items for the day.
• Work on completing all the most important items for the day.
• Know the long-range goal of an assignment and stay focused by creating
milestones along the way.
• Before attending meetings, make an agenda, or get a copy of the agenda in
order to be prepared.
• Group tasks into categories of: Critical, Important, Nice to Do; refer to the
categories when budgeting your time.
30. Development Opportunity : Delivering High Performance & Motivating Subordinates
Definition:
Is a role model in fulfilling job responsibilities. Creates a culture of high
expectations for job performance.
Suggested Development Activities:
• Clarify your job responsibilities with your manager and determine what
outstanding performance would look like. Use that information in setting
performance goals.
• Take deadlines seriously; complete tasks on time.
• Be an example of commitment and quality in performing your work. Be
enthusiastic about your work and share your enthusiasm with others.
• Set the bar higher by envisioning excellent performance of a task or
assignment and share your expectations with others.
• Compliment direct reports and/or colleagues who display high performance
and commitment standards.
• When assigning new or challenging work, express confidence that the
person will succeed. Set the individual up for success by setting clear goals
and expectations for performance.
31. Development Opportunity : Teamwork and Collaboration
Definition:
Seeks information and input from other team members when working
on projects or solving problem and challenges. Willingly provides
support and shares information to help others reach their goals.
Develops and maintains relationships with people in other departments
and groups.
Suggested Development Activities:
• Work with a colleague to overcome team challenges or issues.
• Work with a colleague in another department to solve an inter-
department problem.
• Volunteer to work on a project that includes other departments.
• Identify departments with whom you interacts and create a list of
people it would be helpful to learn more about. Set up a meeting
with each of them to build rapport.
• Identify an existing problem in your team and have a brainstorming
session to solve the problem.
32. Development Opportunity : Effective Communications
Definition:
Writes and speaks clearly and concisely. Listens effectively. Creates and
communicates compelling messages which inspire action. Can assess the
interests and needs of individuals and elicit appropriate buy-in.
Suggested Development Activities:
• Present at a team meeting and ask for feedback from the meeting leader.
• Encourage discussion and questions when communicating new
information in order to confirm your message has been understood as
you intended.
• Before delivering a message, share a written draft of your message with
a trusted person asking him or her to identify how the message could be
improved, clarified, or made more exciting with examples.
• On a project for which you need extra effort from project members,
create a deck which uses graphics and pictures to inspire the action you
are requesting.
• Before presenting a new process to your department, engage
department members to identify their interests. Present the new process
emphasizing the benefits of the change for the department.
33. MCQ on Learning and Development
1. What is the ultimate goal of an effective learning and development strategy in organizations?
A) Achieving high training attendance rates among employees
B) Providing opportunities for employees to pursue personal interests
C) Increasing employee job satisfaction and work-life balance
D) Driving organizational success and achieving business objectives
2.Which role is responsible for identifying learning needs, designing training programs, and evaluating their effectiveness?
A) Human Resources department
B) Line managers/supervisors
C) C-level executives
D) Employees themselves
3.What is the primary goal of conducting a needs assessment in learning and development?
A) Identifying skill gaps and performance deficiencies
B) Determining the budget for training initiatives
C) Evaluating the effectiveness of current training programs
D) Assessing employee satisfaction with the learning process
4.What does an Individual Development Plan (IDP) typically involve?
A) A comprehensive training budget for an organization
B) A customized roadmap for an employee's professional growth
C) A performance appraisal system for evaluating employees
D) A company-wide strategic plan for learning and development
34. MCQ on Learning and Development
5.Which approach is most effective for ensuring that learning and development initiatives align with organizational goals and strategic priorities?
A) Providing a wide range of generic training programs for employees to choose from
B) Conducting regular performance appraisals to identify training needs
C) Collaborating with key stakeholders to identify learning priorities and objectives
D) Implementing a mandatory training curriculum for all employees
6.Which statement best describes the importance of learning and development for employee engagement and retention?
A) It has minimal impact on employee engagement and retention.
B) It is important for engagement but not for retention.
C) It is important for retention but not for engagement.
D) It is important for both employee engagement and retention.
7.Which of the following is a key responsibility of line managers/supervisors in the learning and development process?
A) Developing the annual training budget
B) Delivering all training programs to employees
C) Identifying training needs and providing feedback to HR
D) Creating individual development plans for employees
8. Which of the following is a key responsibility of employees in the learning and development process?
A) Allocating the budget for training initiatives
B) Designing and developing training programs
C) Participating actively and taking ownership of their learning
D) Evaluating the effectiveness of training programs
35. BONUS : MY LEARNING PREFERENCE & LEARNING STYLE
37. VARK Model
• The VARK model was created by Neil Fleming, a New
Zealand teacher and educational theorist, in the late 1980s.
• Fleming initially designed the model as a tool to help
teachers understand and address the diverse learning
preferences of their students and now widely used among
L&D practitioners.
• Learning styles theories propose that people may have
different strengths and preferences in how they.
• Fleming's VARK model categorizes learners into four main
styles: Visual, Auditory, Reading/Writing, and Kinesthetic.
• Each style represents a distinct preference for receiving and
assimilating information.
38. Visual
• Visual learners have preference for seeing information through
images, charts, diagrams, and videos.
• Characteristics of visual learners:
• Absorb and remember information better when presented
visually.
• Prefer to study or learn in a quiet and visually organized
environment.
• Have a keen eye for details and visual patterns.
• Benefit from the use of colors, images, and spatial
representations.
• Tend to be observant and notice visual details in their environment.
• Effective learning strategies:
• Utilizing visual aids
• Incorporating diagrams and infographics:
• Using videos and animations
39. Auditory
• Auditory learners have preference for learning through listening and
speaking.
• Characteristics of auditory learners:
• Retain information better when it is presented orally or through
auditory means.
• Prefer discussions, lectures, and audio-based resources.
• Have good listening skills and can understand verbal cues
effectively.
• Benefit from repeating information aloud or engaging in
discussions.
• Tend to have good listening skills and enjoy participating in
conversations.
• Effective learning strategies:
• Conducting interactive discussions:
• Utilize vocal variation, intonation, and emphasis
• Using audio recordings or podcasts
40. Reading / Writing
• Reading/Writing learners have preference for learning through
reading and writing activities.
• Characteristics of reading/writing learners:
• Engage well with written texts, notes, and written
instructions.
• Prefer to take notes, summarize information, and engage in
written exercises.
• Benefit from well-organized written materials and
structured learning resources.
• Tend to be skilled in note-taking and enjoy reading and writing
activities.
• Examples of effective learning strategies :
• Reading materials relevant to the topic of study.
• Note-taking and summarizing information
• Writing tasks to promote deeper understanding and critical
thinking.
41. Kinesthetic
• Kinesthetic learners have preference for hands-on activities
and physical engagement with learning material.
• Characteristics of kinesthetic learners:
• Learn best through movement, touch, and physical
experiences.
• Prefer activities that involve manipulating objects,
experiments, and role-playing.
• Benefit from engaging in real-life applications and
practical demonstrations.
• Tend to have good coordination and enjoy engaging in
physical activities.
• Effective learning strategies:
• Hands-on experiments or demonstrations
• Group activities and role-playing exercises
• Hands-on projects and interactive simulations
42. The Importance of Recognizing Learning Preference
• It's important to note that individuals may have a combination of
learning styles, with varying degrees of preference for each style.
• Understanding these characteristics can help individuals :
• Enhanced engagement: You are more likely to be engaged and
motivated when the learning methods align with your
preferences.
• Improved comprehension: When information is presented in
preferred formats, you can better understand and process the
content.
• Increased retention: Matching instructional methods to
learning styles can enhance information retention and long-
term memory.
• Personalized learning: Catering to diverse learning styles
supports individualized instruction and promotes a sense of
inclusivity.
Recognizing and addressing different learning styles can improve
learning outcomes.
43. My Experience in HR:
• Diverse HR expertise and developed HR strategies
across various industries
• Advocate for Talent Empowerment and continuous
Learning Development
• Led Change and Culture programs, driving
effectiveness.
https://www.linkedin.com/in/azis-chin-61489a1b/
azis.chin@gmail.com
Connect for a Potential Collaborative Future
Providing Services for Passion Projects
• Customized HR Consulting: Tailoring solutions to your
unique HR and business challenges.
• Crafting HR Frameworks : Manpower Planning to
Leadership Effectiveness
• Tailored Training Programs: Bridging skill gaps to
enhance leadership and operational effectiveness
Transforming Experience into Passion: HR Consulting and Training Partner
My Passion in HR:
Empowering People, Transforming Organizations - Partnering for progress in HR,
leadership and culture
