Advanced Learning and Development Practices to Accelerate Skill and Capability Growth.

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Wowledge Expert Team
Principal level
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This guide is part of a progression set comprised of Core, Advanced, and Emerging Learning & Development practices.

What it is

The development, staffing, and management of a learning and development function that is highly responsive to business needs and leverages both technologies and non-classroom methods to efficiently develop employee knowledge, skills, and abilities (KSA’s). Advanced practices engage top leadership and management to create a corporate culture of continuous learning for every employee by offering resources, support, and encouragement for both company-driven and self-driven development opportunities.

A more sophisticated L&D function or capability uses more advanced tools and techniques to deliver learning where and when it is needed.  The objective is to lessen the reliance on time-consuming and costly classroom training while giving more control to functional supervisors, managers, and employees themselves to decide what will be learned and when.  It emphasizes both on-the-job and collaborative learning methods, bringing learning closer to the tasks that are being performed, thus increasing relevance to the job, performance requirements, and ultimately, the career progression of a given employee. 

Why use it 

As the rate of change in the business, economic, social, and public health environments intensify, companies are increasingly required to adapt quickly and efficiently. Developing a workforce that can also effectively respond to change is more critical than ever to corporate success.  A strong internal L&D team is in regular contact with business leaders, addresses business imperatives and challenges, and quickly prepares the workforce as those arise.  

A business-aligned L&D team, with sufficient skillsets and technology that can efficiently and effectively support learning, is of tremendous value to any company where the workforce holds disproportionate value through its delivery of products and services.  With a culture of continuous learning, that workforce can evolve with the business as it overcomes external challenges with timely and relevant learning and development opportunities. 

Practice guides at this level

Establishing effective governance and business alignment with learning councils.

Forming and partnering with Learning Councils to help define strategy, approve investment decisions, drive compliance, and oversee execution to ensure alignment with business imperatives. 

Deploying technology to enhance learning delivery and management efficacies.

Creating, managing, delivering, and curating learning content at scale through technology solutions to drive cost-effectiveness and enable learning that is easy to find, use, and adopt.

Creating informal learning and experiential development opportunities for cost-effective delivery.

Establishing an environment where informal learning opportunities occur in the flow of work to enhance or add knowledge, skills, and abilities in a current job or role.

Building a team to develop, manage, and maintain multiple content and delivery vehicles.

Assembling a Learning & Development function with the right capabilities to understand and act on business and talent needs, as well as support the design and production of quality programming.

Creating a learning culture that supports career-long education and development.

Building and maintaining a learning culture that encourages and supports the continuous pursuit of knowledge, sharing of learning, and motivates the upgrade of knowledge, skills, and abilities.  

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