L & D department support

Strategy, policy & process

In order to be truly effective, your learning and development strategy should flow from your overall business vision and strategy, be grounded in a sound learning needs analysis, and link with other key initiatives (HR and otherwise) across the organisation.

Based on the resulting L & D strategy, you can then design your L & D processes and programmes to be truly relevant and integral to the business.

From our previous experience of running L & D functions, we are well placed to support you in any or all of the following:

  • Developing a new strategy or reviewing your existing one to ensure it is still appropriate to your current business situation
  • Conducting a training needs analysis, either for a particular work group or the whole organisation, through a variety of different means
  • Devising the framework for a structured programme or curriculum linked to the business strategy – for example, a comprehensive induction, scheme for technical or professional progression, in-depth supervisory training or leadership development – making links with any skills or competency frameworks
  • Creating any necessary policies and procedures around your training provision
  • Devising the framework for a structured programme or curriculum linked to the business strategy – for example, a comprehensive induction, scheme for technical or professional progression, in-depth supervisory training or leadership development – making links with any skills or competency frameworks