What is learning and development (L&D)?

Learning and development (L&D) refers to the intentional and organized activities and processes organizations use to enhance their employees’ knowledge, skills, and abilities. It’s a continuous process designed to support an individual’s and, in turn, the organization’s growth and progression.

L&D is rooted in the belief that employees will be better equipped to execute their roles, adapt to change, and drive innovation if they continue to learn and develop their capabilities.

What is the role of learning and development in an organization?

Learning and development (L&D) plays a crucial role in an organization by ensuring employees have the necessary skills and knowledge to perform their jobs effectively. It helpsL

• Close skill gaps
• Foster a culture of continuous improvement
• Support career progression

L&D initiatives can increase employee satisfaction, higher retention rates, and improved organizational performance.

What is the role of an L&D specialist in an organization?

An L&D (Learning and Development) specialist is responsible for designing, implementing, and overseeing organizational training and development programs. Their primary role is to ensure that employees have the necessary skills and knowledge to perform their jobs effectively and continue growing in their careers. L&D specialists analyze the organization’s training needs, develop curriculum and learning materials, deliver training sessions, and evaluate the effectiveness of training programs. They also work closely with managers to align learning initiatives with business goals, ensuring that training contributes to the organization’s overall success.

What does an L&D team do?

An L&D team, which typically includes roles such as L&D specialists, trainers, instructional designers, and program managers, is responsible for the overall learning strategy and execution within an organization. The team’s responsibilities include:

• Training needs analysis: Assessing the skills gap and determining the training needs across various departments
• Program design and development: Creating and developing learning materials and programs, including e-learning modules, workshops, and seminars
• Delivery of training: Facilitating training sessions, whether in-person or online, and ensuring they are engaging and effective
• Learning management systems (LMS) management: Managing the LMS (or LXP), including uploading courses, tracking employee progress, and ensuring accessibility
• Evaluation and feedback: Measuring the impact of training programs through assessments, surveys, and performance metrics to continually improve the learning experience
• Career development: Supporting career development initiatives by providing learning resources that align with employees’ career paths and growth opportunities

What are the key components of an effective learning and development strategy?

An effective learning and development strategy typically includes the following key components:

• Needs assessment: Identifying the skills and knowledge gaps within the organization
• Goal setting: Establishing clear, measurable objectives for L&D initiatives
• Program design: Creating tailored learning programs that align with organizational goals
• Implementation: Delivering the training through various methods such as e-learning, workshops, or on-the-job training
• Evaluation: Measuring the effectiveness of the training and making necessary adjustments

Complimentary guides:

• How to Conduct a Training Needs Assessment in 9 Steps
• The Most Effective Employee Training Methods for Performance and Growth

What are examples of learning and development interventions?

L&D interventions are specific actions or initiatives implemented to address learning needs within an organization. These interventions are designed to improve individual and organizational performance by developing skills, knowledge, and behaviors. Common L&D interventions include:

• Training programs: Structured learning sessions, either in-person or online, focused on specific skills or knowledge areas
• Workshops and seminars: Short, intensive sessions designed to address particular topics or challenges relevant to employees
• Coaching and mentoring: Personalized guidance provided by more experienced colleagues or external coaches to help employees develop specific skills or navigate career challenges
• Job rotation and cross-training: Assigning employees to different roles or departments to broaden their skills and knowledge
• E-learning modules: Online courses that employees can take at their own pace, often covering a wide range of topics from technical skills to soft skills
• Action learning: Involves employees working on real business problems as a way to learn and apply new skills in a practical context
• Performance support tools: On-the-job resources such as job aids, checklists, or mobile apps that help employees perform tasks more effectively

What is the 70-20-10 rule for learning and development?

The 70-20-10 rule is a popular model in L&D that suggests the most effective learning comes from a blend of experiences. The model is divided as follows:

• 70% experiential learning: The majority of learning (70%) occurs through hands-on experience and on-the-job training—this includes learning by doing, solving real-world challenges, and making mistakes
• 20% social learning: About 20% of learning happens through social interactions—this includes learning from colleagues, mentors, and supervisors through feedback, coaching, and collaboration
• 10% formal learning: The remaining 10% comes from formal education and training programs, such as courses, workshops, and e-learning

This model emphasizes the importance of experiential and social learning over traditional classroom-based learning, reflecting the belief that real-world application and social interaction are critical to effective learning.

Free template: 70-20-10 Development Plan Template

Why is learning and development important for organizations?

There are a few ways to differentiate a great workplace from a good one. One of the easiest ways to tell is when an organization invests in employee development. With a proper employee development initiative, employees feel more valued, they have a clearer career progression, and, best of all, they are more likely to stay longer.

Millennials are leading today’s workforce. For this generation, having the opportunity to learn has become essential—so much so that it has become one of the major deciding factors during their job application process. 59% of Millennials will only apply for roles with opportunities to learn and grow. Gen Z’s numbers will be even higher.

When you hire people without an effective L&D strategy, your employees will see this as a roadblock to their growth and quit. 94% of employees will leave a company if there are no opportunities to learn in the workplace.

And that’s expected because the skillset that got them hired will not be of much value in the coming years. According to the World Economic Forum, 42% of core skills needed to do the job will continuously change.

In other words, you may hire someone for a certain set of skills, but with time, they will need additional capabilities to perform equally well or better at their job. That’s why a basic learning strategy is not only a competitive advantage; it’s a necessity in today’s fast-paced world.

Complimentary reading: The Employee Development Statistics You Need to Know in 2024 and Beyond

How does learning and development contribute to employee engagement?

L&D contributes to employee engagement by providing opportunities for personal and professional growth. When employees see that their organization invests in their development, they are more likely to feel valued and motivated. Engaged employees are more productive, committed, and less likely to leave the organization.
L&D programs such as workshops, certifications, and mentorship can significantly enhance employee engagement.

What is the impact of learning and development on employee retention?

L&D has a significant impact on employee retention. Employees are likelier to stay with an organization that invests in their growth and development. L&D programs can help employees feel more competent and confident in their roles, leading to higher job satisfaction.
Organizations prioritizing L&D see lower turnover rates and attract top talent interested in career development opportunities.

How can learning and development address skill gaps in the workforce?

L&D can address skill gaps in the workforce by conducting:

• Skills and competencies assessment: Conducting regular assessments to identify current and future skill requirements
• Targeted training programs: Developing training programs specifically designed to close identified skill gaps
• Upskilling and reskilling: Providing opportunities for employees to learn new skills or enhance existing ones
• Collaboration with industry experts: Partnering with external experts and institutions to deliver specialized training

Complimentary resources:

• How to Perform a Skills Gap Analysis: An Actionable Step-by-Step Guide
• Skills Gap Analysis Template

Why is L&D important to employees?

L&D is crucial for employees as it contributes to their professional growth and job satisfaction. Here are some key reasons:

• Skill development: L&D programs help employees develop the skills necessary to perform their current roles more effectively and prepare them for future roles, increasing their value to the organization
• Career advancement: Employees are more likely to advance in their careers when they have access to continuous learning opportunities—L&D programs can provide the knowledge and skills needed for promotions or transitions to different roles within the organization
• Adaptation to change: In rapidly changing industries, continuous learning helps employees stay updated with the latest technologies, methodologies, and best practices, making them more adaptable and resilient to change

What are the benefits of integrating learning and development with performance management?

Integrating learning and development with performance management offers several benefits:

• Alignment of goals: Ensuring that L&D initiatives support organizational objectives and employee performance targets
• Continuous improvement: Encouraging ongoing development and skill enhancement as part of the performance review process
• Data-driven decisions: Using performance data to identify training needs and measure the impact of L&D programs
• Employee development: Supporting career progression and succession planning through targeted development efforts

Complimentary resources:

• How to Integrate Learning and Performance Management for Driving Business Results
• Connecting Performance, Learning, and Career Development with Deel Engage—watch the webinar to learn from the experience of L&D manager Louisa Peters

How can organizations measure learning and development efforts?

Learning and development can be measured using one or more of the following methods:

• Pre- and post-training assessments: Evaluating the knowledge and skills of employees before and after the training
• Performance metrics: Monitoring changes in employee performance and productivity
• Feedback surveys: Collecting feedback from participants to gauge their satisfaction and perceived value of the training
• Return on investment (ROI): Calculating the financial return from the L&D investment compared to the costs incurred

The Kirkpatrick model is a great example of a complete measurement of learning success. It divides the learning process into four stages, which are considered separately:

• Reaction: How did participants feel about the training?
• Learning: To what degree were employees able to improve their knowledge, skills, or abilities?
• Behavior: To what extent did the behavior of the training participants change?
• Results: How did the training affect long-term performance?

What are some common challenges in implementing learning and development programs?

Common challenges in implementing learning and development programs include:

• Budget constraints: Limited financial resources can hinder the development and delivery of training programs
• Time management: Balancing training with daily job responsibilities can be difficult for employees and managers
• Engagement: Ensuring that employees are motivated to participate in and complete training programs
• Measurement: Accurately assessing the effectiveness and impact of L&D initiatives

Boost workplace learning and performance with Deel Engage

At Deel, we provide all the tools to integrate trending learning and development strategies into your organization. Our offerings include:

• Employee training management that helps L&D experts create or curate relevant training content—with the AI assistant, course creation is faster than ever before
• Career progression frameworks that help employees understand the skills and experiences needed to advance their careers
• Employee growth plans that document the steps needed for bridging skills gaps and preparing employees for the next levels in their careers
• Feedback systems that you can tailor to competencies, culture, and goals
• Deel HR, our truly global HRIS solution, is always included for free

By merging top HR practices with our innovative technology, Deel Engage empowers companies with the expertise and tools to enhance employee development.

Request a demo today to see how we can help you build an engaging and effective learning and development system in your organization.

“Leaders drive our organization. With Deel Engage, we’ve introduced innovative learning tools to enhance their effectiveness and success.” Daniel Sobhani, CEO, Freeletics.