L&D Team Meeting
8th January 2014
Strategy Design Principals
• The L&D/OD strategy should directly link to the business strategy and align
to the HR Strategy.
• All L&D/OD activity should contribute towards the wider business
objectives and therefore delivery of the organisation strategy.
• All L&D/OD activity should be designed from true analysis of the need.
• L&D/OD interventions should be designed to meet the needs of the
business but with the learner needs and preferences in mind….culturally
• All L&D/OD should be evaluated to determine value to the business and to
ensure that the needs have been met as identified….closing the loop.
• Foundations first.
• Evaluate to demonstrate ongoing business benefit.
• Full and deep engagement.
Vertical & Horizontal Integration
B U S IN E S S S T R A T E G Y
S e n io r M a n a ge m e n t S u p p o rt
S e n io r M a n a ge rs p ro m o te le a rn in g a n d
L & D a lign s w ith cu ltu re .
A lig n m e n t w ith o rg a n isa tio n a l o b je ctive s
L & D is d e m o n stra b ly lin ke d to b u sin e ss
P rio ritie s.
In vo lve m e n t o f lin e m a n a g e rs in d ia gn o sis, p la n n in g , co a ch in g a n d m o n ito rin g .
T ra in in g a n d D e velo p m e n t… c o u rs e s, e ve n ts , a s sig n m e n ts
In vo lve m e n t o f le a rn e rs in d ia gn o sis
o f n e e d s a n d re le va n ce o f a ctivitie s.
In te g ra tio n w ith H R M p o licie s a n d a ctivitie s.
H u m a n R e so u rce s S tra te g y
R e cru itm e n t
A p p ra isa l
R e w a rd
R e la tio n s
C a re e r D e ve lo p m e n t
1. BUSINESS NEEDS
•Understand the business culture and strategy.
•What are the Business Needs?
•Engagement and consultation at all levels of the business.
7. EVALUATING THE
2. IDENTYING LEARNING NEEDS
•Is the learning effective in meeting
•How can learning help to achieve these business
Collect/Analyse and present data:
•What are the performance needs best met
6. DEVELOPMENT AND DELIVERY
5. PLANNING THE LEARNING
3. SPECIFYING LEARNING NEEDS
•What is the learning and development plan?
•Assemble and prioritise information.
•What precisely are the performance gaps?
•Analyse the performance gap.
•Preparing and monitoring learning plans.
4. TRANSLATING LEARNING NEEDS
•What are the learning interventions?
•Decide on the learning approach.
•Decide to make or buy the learning.
Kirkpatrick’s 4 Levels of Evaluation
How did the participants react to the program?
Reaction Sheets/Happy Sheets.
The extent to which participants improve their knowledge and
skills as a result of the program. This is the learning assessed
during the programme.
Pre and post testing.
The extent to which participants show changes in behaviour
as a result of attending the program. This is generally post
360 degree feedback.
Observations in the workplace.
Line Manager Feedback.
Performance management/appraisal ratings.
HR data e.g. disciplinary/grievance/stress/absence.
What difference did the program make to the strategic
business objectives i.e. what is the measurable impact on
Return on Investment.
Increased Staff Satisfaction.
Strategy Design - Business Led Approach
Developing an L&D/OD provision and service that is effective, strategically
aligned and commercial in operation and demonstrates real value – running
our function as a business.
Business Strategy analysis to identify now and future capabilities needed.
Contracts, suppliers and SLAs
What is being done, where, by whom, how much is it costing and what is the value
Does it clearly link with the business strategy
What are the expectations of the Senior Executives and Line Managers
Strategic agenda for HR
Roles ‘doing’ training across the business
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Strategy Design - Business Led Approach
Making the Business Case/Strategy Presentation
The Planning Phase
Business Case/Request for budget