How to Create an L&D Strategy with Examples

Business processes have a lot of innovative ways to navigate the organization's strategic direction into success. Digital transformation, agile performance management, and people analytics, all of these are established to increase employee performance and gain market edge.

With this, another business approach has emerged: the L&D strategy.

In a survey conducted, 93% of workers said that well-structured training programs increased their engagement level in the workplace. Meanwhile, in another report, 94% of employees are more likely to stay longer if the company invested in learning and development.

In this article, we will discuss what an L&D strategy is, its key areas and types, its importance and real-life examples, and how to create a learning and development strategy that brings value to your team.

What are L&D strategies?

An L&D strategy, or learning and development strategy, is an outline of an organization’s plans on promoting professional growth of the workforce. The framework is aligned with the company objectives and learning needs of the employees.

The methodologies used in L&D strategy must support the career development of employees and promote business success through training programs and skills gap analysis.

Evidently, skills gaps can impose a threat to organizational success if not addressed. Alongside the L&D strategy, Salary.com’s Skills Library helps companies alleviate skills shortages through AI, streamlining skills inventory and ensuring strategic career path development for employees.

Key areas of learning and development

Successful learning and development strategies have key areas that serve as guide on specific priorities to achieve talent and company growth. Here is a list of them:

• Talent attraction and retention

  Talents are more attracted to companies that offer corporate learning and development opportunities while workers who experience professional growth in the workplace are more likely to feel fulfilled and motivated.

• Skill development

  Learning and development strategies help companies enhance the capabilities of their people, which is significant in maintaining business success in an evolving market. More capable and skilled employees increase the chance of hitting business performance targets.

• Employee engagement

  When individuals learn and develop new skills and knowledge, they are more involved in the process, which helps in the overall satisfaction of the employees.

• Employer branding

  Giving employees the opportunity for professional development boosts the image and reputation of the company to potential candidates and the workforce. Aside from marketing strategies, L&D also reflects a good company branding.

• Company culture

  A good workplace culture is a combination of values that ensure alignment of employee well-being and business priorities. One way to practice this is through establishing a learning and development strategy.

Types of learning and development

The learning and development strategy framework is not fixed on only one aspect of the entire organization. It is implemented in all significant parts to ensure that the approach is holistic with no missteps. Here are types of L&D strategies that you can adopt in your company:

• New hire training

  During onboarding, new hires are integrated into the organization to help them fill their roles with efficiency and productivity.

  The new employee training includes establishing expected responsibilities, discussing company background and goals, presenting the team members and premises, and introducing learning and development opportunities.

• Hard and soft skills training

  Both the technical and transferable skills are developed to promote advancements in and outside of the workers’ field of expertise and enable them to collaborate with other members.

  For example, if employees work in a finance company, hard skills training can be for accounting, data analysis, and financial modeling while soft skills training can be for conflict management, ethics, and attention to detail.

• DEI training

  To cultivate empowered employees, promote diversity, equity, and inclusion in the company through training and learning initiatives. Some of the topics to discuss are how to address unconscious biases, build an inclusive workplace, practice equity, build trust, and hire diverse talents.

• Managerial training

  Managers must be equipped since they are responsible for managing conflicts and coaching employees. Effective managers are able to motivate their teams into company success.

  Learning and development for managers can be on discussions about conflict management, coaching skills, performance management, teamwork, and delegation of members and tasks.

Why is L&D strategy important?

An L&D strategy is important since it provides a skilled, capable, and engaged workforce. This gives way to successful organization. Here are valuable reasons why a learning culture is beneficial for your team:

• Addresses skills gaps

  Evolving market brings new skill demands that can cause gaps in employee capabilities. L&D strategy lets employees upskill and reskill so they can meet the latest talent trends and maintain competitive advantage.

• Promotes leadership

  Nurturing future leaders is important to maintain company legacy and prepare succession planning. Through an L&D strategy, potential successors are trained in vital leadership skills like decision-making, strategic thinking, and communication.

• Encourages internal mobility

  Internal mobility is the motion of employees to different roles so they can gain new experiences and knowledge. This develops adaptability and flexibility for the workforce so it can withstand the changing business needs.

• Cultivates inclusivity

  Providing equal and accessible opportunities for all employees to grow in their careers helps initiate unbiased treatments and a sense of belongingness. Through this, workers feel more valued and motivated.

• Fosters continuous learning

  Knowledge sharing in the organization promotes collaboration and innovation. When employees share and gain insights from facilitators or one another, they embrace continuous learning, which is helpful in making organizational improvements.

How to create a learning and development strategy

There are a lot of factors to consider when it comes to creating a learning and development strategy. Here are 6 steps so you can establish an effective one:

1. Step 1: Match with business strategy

   Align clearly defined objectives with the learning and development strategy. Target specific skills needed to achieve goals and remain competitive. Consider the business changes and how the company can adapt through implementing L&D.

2. Step 2: Involve business leaders

   Ensure that stakeholders and senior management are engaged in the entire process of designing your own learning strategy. Conduct evaluation through surveys and hold one-on-one meetings to dissect development needs and gain insights for an effective L&D initiative.

3. Step 3: Assess employee skills

   Examine the status of worker capabilities and find the skills gaps. To do that, list the vital competencies for the roles necessary for business goals. Perform a skills audit to identify any shortages of skills. Then, design the L&D program according to these growth opportunities.

   This is easier to do using AI-powered software with comprehensive and up-to-date data on skills and competency frameworks, such as Skills Library. It serves as a central hub for bridging skills gaps and creating programs that upskill and reskill employees for career pathing and internal mobility.

4. Step 4: Outline employee learning journeys

   Employee learning journeys are important in providing continuous learning for employees. Each journey can be different depending on the training needs of the employee so make sure to include everyone from new employees to senior leaders.

   

   There are various methods in implementing these development programs, such as classroom training, digital learning, social learning, online learning, formal and informal learning, interactive tutorials, and scenario-based training.

5. Step 5: Establish learning and development initiatives

   Plan the entire L&D program, including detailed information of its purpose, a suitable budget for its effective implementation, and how it all aligns with the business objectives. Before a full-blown operation, conduct a trial run to assess improvements and refine until it meets the objectives.

6. Step 6: Monitor performance

   To ensure that the learning and development strategy is achieving its goals and expectations, track its performance through metrics, such as training completion rate, assessment pass rate, and training dropout rate. Then, make necessary adjustments for improvement.

L&D strategy examples

To give you insights on how high performing organizations focus on L&D programs, here are real-life learning and development strategy examples you can adopt inspiration from:

1. Google

   With their guiding L&D principles, they have different initiatives for employee development. They have the G2G program, where employees can self-nominate for different training topics, such as leadership, technical skills, and personal development.

   They also asked workers to allot a day per workweek to do work-related passion projects or skill development unrelated to their role, which led to the launching of innovative ideas, such as Google News and AdSense.

2. Formlabs

   This company's L&D strategy made use of certificates and gamification for employees and representatives. Their partners and resellers worldwide can earn points through increasing training completion rates, performing specific actions, and boosting brand-partner relationships.

3. Abstracta

   After experiencing insufficient software testers, this company launched an internal and external training program comprising of 34 online courses. The purpose of this is to fill the skills gaps in the job market with accessibility.

To effectively support the professional development of employees, evaluating their skills gaps is the road to continuous learning and improvement. Manage their skills and competencies through Skills Library and strengthen your L&D strategy towards business excellence.