Enabling Agile Learning Organizations: Structuring Options for L&D
Structure of L&D:
- Core elements
- Dynamic elements
Backbone (where the learning people sit in the organization):
- Centralized functions
- Decentralized functions
- Hybrid functions
Decentralized functions might be a good fit for organizations that teach very technical content.
- Soft skills are company-wide, hard skills are department-specific.
Soft skills over hard skills
L&D Governance: Aligning for organization-wide impact
Integrate L&D with and connect L&D to business priorities: know the priorities of the organization and base the L&D priorities on it.
Optimizing the Partnership with IT
Someone should have a vision and be able to make decisions when it comes to L&D in an organization.
Learning-Needs Analysis: Cracking the Code
Follow-up on learning programs is important. The average of knowledge that is delivered but not applied by learners is 45% (which is quite high).
Learning Needs Analysis in two rounds:
- Round 1
- Define the business problem
- Identify gaps and solutions
- Go/no-go and prioritize
- Round 2
- Gain deeper insight
- Define performance objectives
This analysis system also helps L&D to go from reactive to proactive.