Key Takeaways

• Identifying and analyzing the learning needs for every employee group (department) is the first step in developing an effective and efficient training program.
• The employees' L&D and training goals should be people-centric and tailored to an organization's developments.
• Learning journeys acquaint employees with the required new competencies most effectively and efficiently.

Introduction

Best Practices for Developing a Curriculum Strategy for a Corporate Learning and Development (L&D) Organization

1. Conducting a needs analysis 

• Identifying and analyzing the learning needs for every employee group (department) is the first step in developing an effective and efficient training program.
• An L&D department should proactively identify and develop learning needs that propel an organization towards its strategic objectives. All key stakeholders should be engaged in performing a comprehensive need analysis to understand the required support from the L&D department clearly.
• An ideal framework details a training program's future roadmap and outlines the "vision, objectives, primary learning needs, employee groups, core delivery methods, measurement, and governance."
•  McLean& Company is one industry expert discussing "conducting a needs analysis" as a best practice.

2. Determining ownership of L&D 

• Organizational leaders should create dedicated cross-functional teams which incorporate personnel from various departments.
•  Whatfix is one employees' or users' training solution discussing "determining ownership of L&D" as a best practice.

3. Setting the learning vision 

• A cross-functional team should tailor the learning goals to an organization’s strategic priorities to enhance efficiency and performance. The team should identify an ambitious goal to ensure the L&D unlocks value.
• The employees' L&D and training goals should be people-centric and tailored to an organization's developments. With a clear vision of the objectives of the learning and development strategy, employees assess how training support the overall corporate strategy.
•  McKinsey is one industry expert discussing "setting the learning vision" as a best practice.

4. Creating department objectives 

• The L&D team’s objectives should be aligned with an organization's overall strategic objectives. The overall L&D team's objectives should also be tied to departmental goals.
• A well-crafted L&D strategy enhance workplace transparency between departments.
• The Association for Talent Development (ATD) is a talent development association discussing "creating department objectives" as a best practice.

5. Conducting a skills gap analysis 

• Conducting a gap analysis entails comparing a department's or employees' current skills to desired levels. Some gaps' assessment tools include observations, interviews, and human resources (HR) records.
• A cross-functional team should assess and identify areas the L&D program will focus on. This practice enlightens the team on the required depth of L&D training for various departments and employees.
•  Whatfix is one employees' or users' training solution discussing "conducting a skills gap analysis" as a best practice.

 

Source

6. Designing learning journeys 

• Designing learning journeys entails creating continuous learning opportunities tailored to L&D interventions, such as "fieldwork, pre-and post-classroom digital learning, social learning, on-the-job coaching and mentoring, and short workshops."
• Learning journeys acquaint employees with the required new competencies or skills most effectively and efficiently.
•  McKinsey is one industry expert discussing "designing learning journeys" as a best practice.

7. Integrating L&D interventions into HR processes

• The L&D should be an integral component of HR agendas, such as "recruitment, onboarding, performance management, promotion, workforce, and succession planning."
• An L&D cross-functional team should collaborate with the HR department to comprehend major HR management practices and processes. Successful collaboration enables managers to provide developments feedback effectively. 
•  McKinsey is one industry expert discussing "integrating L&D interventions into HR processes" as a best practice.

Research Strategy