Top 4 Tips to Ensure high-impact corporate training with an L&D strategy

An L&D strategy, also known as a Learning and Development strategy, is a vital tool for organizations to align their corporate training with business objectives. It ensures that staff learning and development needs are effectively met and that the company's skills requirements for senior management are being developed. Here are some tips to help you ensure high-impact talent development and corporate training through an L&D strategy.

Formalize your corporate training

A formal L&D strategy allows the HR department and the company as a whole to have a clear vision of their learning and development strategy objectives and how these support the overall corporate strategy. Developing a clear, written L&D strategy will help you gain better buy-in from both the senior general management team and employees throughout the organization.

Set clear corporate training objectives in your L&D strategy

In your L&D strategy, clear objectives should be set to ensure the learning and development strategy hits the mark on various levels. Your objectives may include:

  • Organizational development: Your L&D strategy goals should draw the line between the corporate learning program and the expected impact on the organizational development and business objectives. Make sure your L&D strategy fits the right people to the right leadership skills development to ensure a strong leadership team into the future.
  • Employee satisfaction: Learning and development programs should be part of your value proposition to employees. Top professionals seek an employer that will support their learning and development needs. A formal L&D strategy should therefore contribute to recruitment and retention.
  • Solidifying the talent pipeline: Clear objectives for your L&D strategy should include leveraging management training programs to ensure human capital development is done constructively, ensuring strategic placement of skill sets both within a management level and along the talent pipeline.
  • Growing your L&D strategy: Learning and development needs within an organization change over time. So do management training tools. Your L&D strategy objectives should be built with future training and development programs and improvement measures in mind. Growing the L&D strategy to accelerate the speed of learning can be a goal within the strategy. 

Choose the delivery style

An important choice to make for your L&D strategy is how it will be delivered: in-house or through an external organization?

In-house management training courses have the advantage of centralizing corporate training, creating unity and increasing the speed of delivery and transfer to the job. Of course, this option is generally only available to larger organizations. Small and medium companies may have more success by outsourcing training courses to business schools, thus tapping into a level of specialized business and training knowledge that would be hard to access internally. Of course, your L&D strategy can also be built around a judicious mix of in-house and outsourced management and leadership programs, thus cherry-picking the best of both worlds of executive education.

Benchmark performance of your L&D strategy

Your formal L&D strategy should include Key Performance Indicators to benchmark your training and development programs and measure return on investment. You'll want to see:

  • Direct alignment of your corporate training with your business challenges and objectives – management training programs that build the right skills for leadership needs
  • Employee satisfaction, retention and loyalty
  • Cohesion among teams and commitment to business objectives
  • Employees rapidly transferring new management training and leadership skills to their jobs

A successful company will not underestimate its role in meeting the learning and development needs of its workforce. An effective learning and development strategy enables better management of the talent pipeline through human capital development. It helps build a skills base that is rich in both quantity and quality for a direct impact on the bottom line. To do this successfully, start by matching your corporate training to your overall corporate strategy and build this into a concrete, formal L&D strategy.

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