Learning & Development

Building employee knowledge, skills and abilities through education and development to drive organizational performance, productivity, and results.

Documents included in this package


Level 1 - Core

Defining Learning Requirements to Clarify Purpose and Desired Outcomes.

Building a learning and development capability requires an understanding of the organization’s direction and strategies, how they translate into learning requirements, and ... more »

Identifying the Approach for Developing and Delivering Learning Content.

In order to identify the approach for content development and delivery, it is necessary to assess the delivery model, identify who (internal or external) is going to perform the ... more »

Designing Learning Programs that Impact Employee Knowledge, Skills, and Ability Acquisition.

Learning programs are any training program or process designed with a specific learning objective (outcome) in mind, and as such includes live classroom or virtual classes or even ... more »

Leveraging External Partners to Meet Learning Needs.

Once a decision to “buy” (externally) versus “build” (internally) a particular learning program is made, it is common to seek experts in either ... more »

Delivering Formal Live or eLearning Programs to Enhance Learner Understanding and Retention.

Presentation of the content is where all of the design and development work comes together in either a live (in-person or virtual) or eLearning environment. The leading practice ... more »

Developing a Learning Measurement Process to Monitor Progress, Results, and Communicate Value.

Evaluating the outcomes of learning programs is an essential element to monitoring and communicating their success, and as a business function, critical to justify their continued ... more »

The Focus Group Summary Tool: Consolidate Outputs Needed to Support Decisions on Learning and Development Programs to Create.

Consolidate Outputs Needed to Support Decisions on Learning & Development Programs to Create. Ready-to-Use Tool + Summary [Download Template & Excel File]... more »

The Business Needs-To-Learning Requirements Conversion Tool: Define Learning Objectives for Learning and Development Programs.

Define Learning Objectives for Learning and Development (L&D) Programs. Ready-to-Use Tool + Summary [Download Template & Excel File]... more »


Level 2 - Advanced

Establishing Effective Governance and Business Alignment with Learning Councils.

Learning Councils actively and formally engage functional leaders and managers in the alignment of L&D and business objectives by reviewing strategies, identifying learning ... more »

Deploying Technology to Enhance Learning Delivery and Management Efficacies.

Creating, managing, delivering, and curating learning content at scale typically requires technology solution(s).  The range of solutions is vast and expands every year, the ... more »

Creating Informal Learning and Experiential Development Opportunities for Cost-effective Delivery.

Informal learning is broadly defined as any learning activity that is not learned in a formal class, has no set goals or objectives, and focuses on the enhancement or addition of ... more »

Building a Team to Develop, Manage, and Maintain Multiple Content and Delivery Vehicles.

An effective L&D function requires certain key capabilities including how to understand and act on business and talent needs, the ability to deliver a range of programs that ... more »

Creating a Learning Culture that Supports Career-long Education and Development.

A learning culture is one that encourages and supports employees’ continuous pursuit of knowledge, sharing of learning with others, and motivation to continuously upgrade ... more »

The Learning Council Chapter Template: Define a Governing Body to Guide and Oversee the Learning and Development Function.

Define a Governing Body to Guide and Oversee the Learning and Development (L&D) Function. Ready-to-Use Tool + Summary [Download Template & Excel File]... more »


Level 3 - Emerging

Conducting Performance Consulting-based Learning Needs Assessments for Specialized Solutions.

“Performance Consulting” is the act of resolving workplace performance shortcomings by using a disciplined approach to learning needs assessments. It is designed to ... more »

Tailoring Learning Offerings to Critical Workforce Segments for Increased Impact on the Highest Value Roles.

Critical Workforce Segmentation [R] is the process by which the roles that have a disproportionate impact on the strategic goals of the organization are identified. In ... more »

Deploying Emerging Technologies to Boost Learning Content and Delivery for Richer and More Robust Skills Acquisition.

The latest technologies entering the L&D space are generating attention for their potential to change how learning is delivered to best meet individual needs.  The two ... more »

Leveraging Design Thinking and Rapid Prototyping for Fast, More Employee-centered, and Responsive Learning and Development.

Design Thinking [R] is defined as “an iterative process in which we seek to understand the user, challenge assumptions, and redefine problems in an attempt to ... more »

The Performance Consulting Assessment Tool: Uncover Workforce Challenges and Supporting Data for Learning and Development Solutions.

Uncover Workforce Challenges and Supporting Data for Learning and Development (L&D) Solutions. Ready-to-Use Tool + Summary [Download Template & Excel File]... more »

The Persona Template: Define Different Types of Learners, their Preferences, and Requirements for Learning and Development.

Define Different Types of Learners, their Preferences, and Requirements for Learning and Development. Ready-to-Use Tool [Download Template & Excel File]... more »


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A talent strategy defines the talent needs and associated objectives necessary to meet top business goals. It is both an integral part of the HR strategic plan [R] and a direct ... more »

Conducting Workforce Segmentation to Focus on the Most Valued Positions.

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