McLean & Company, one of
the world's leading HR research and advisory firms, shares a newly
updated four-step process to help HR implement a strategic approach
to learning and development (L&D) programs and initiatives that
support long-term success as organizations prepare for
2025.
TORONTO, Nov. 26,
2024 /PRNewswire/ - Global HR research and
advisory firm McLean & Company explains in the newly updated
Create a Learning and Development
Strategy blueprint that in a future of work where
economic uncertainty will persist but skills will be more important
than ever, L&D must be viewed as an investment that impacts the
organization's bottom line. The firm emphasizes that without a
robust L&D strategy, career development opportunities are
lacking, resulting in skills gaps and performance stagnation. These
detrimental effects further hinder the ability of organizations and
their employees to thrive. To avoid such outcomes, research from
the firm suggests that future-focused HR leaders must identify the
gaps between the current state of L&D within their
organizations and the desired future state to translate these gaps
into clear, strategic goals that support enduring success.
"An organization that embeds L&D into its culture leads
employees to trust in its ability to support their development
goals. This includes socializing and prioritizing L&D at all
levels of the organization in a way that fuels and builds a
sustainable learning culture," says Jodi Callaghan, director, HR Research &
Advisory Services at McLean & Company. "It's also important
to remember that the implementation of a long-term L&D strategy
can and should be done in a way that supports both employees and
the organization."
To guide HR leaders through the process of developing an
effective L&D strategy that supports both employees and the
organization, McLean & Company has created a four-step plan, as
outlined below:
- Step 1: Complete a current-state analysis. As a
first step, the firm advises that HR leaders need to identify the
key players and establish a project team, review strategic
documents to uncover the organization's direction, and analyze
organizational data to understand the current state of L&D. A
scan of the external competitive environment is crucial to evaluate
and summarize the effectiveness of the L&D approach to discuss
the current state with internal key players.
- Step 2: Define the future state of L&D. Step
two requires HR to define the desired future state of L&D
within the organization, identify gaps between the current and
future states, and recognize constraints on the future state of
L&D before translating identified gaps into L&D goals and
metrics.
- Step 3: Build L&D strategy. The third step
involves identifying and prioritizing activities to attain goals,
mapping out governance of L&D, determining L&D
capabilities, and creating an action plan and roadmap for
prioritized activities.
- Step 4: Implement and evaluate. In the fourth and
final step, HR leaders prepare to articulate the L&D strategy
using a communications plan tailored to the needs and goals of
various audiences, provide resources to support the achievement of
L&D goals, and plan to continuously monitor, review, and
iterate as necessary.
McLean & Company advises HR leaders that assessing the
internal environment is not enough to understand L&D's current
state. Organizations must consistently scan the external
environment to align L&D solutions with market demands and
trends, ensuring relevance in the constantly evolving
workforce.
To access the full resource, please visit Create a
Learning and Development Strategy.
McLean & Company workshops offer an easy way to accelerate
HR projects. To learn more about the Create a Learning &
Development Strategy workshop, please visit the workshop
page.
To begin a comprehensive L&D journey, establish essential
competencies, and build effective leadership development
initiatives, please visit McLean & Company's L&D
Resource Center.
Media interested in connecting with McLean & Company
analysts for exclusive, research-backed insights and commentary on
topics such as HR's critical role in digital
transformation and the future of work can
contact Senior Communications Manager Kelsey King at
kking@mcleanco.com.
About McLean & Company
McLean & Company pairs evidence-based research
and immediately applicable tools with deep HR expertise to position
organizations to meet today's needs and prepare for the future. The
global HR research and advisory firm's member organizations enjoy
comprehensive resources, full-service diagnostics, workshops,
action plans, and advisory services for all levels of HR
professionals, from executive leadership to HR leaders to HR team
members, that help shape workplaces where everyone thrives.
McLean & Company is a division of Info-Tech Research
Group.
Media professionals can register for unrestricted access to
research across IT, HR, and software and hundreds of industry
analysts through the firm's Media Insiders program. To gain access,
contact kking@mcleanco.com.
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SOURCE McLean & Company
