Learning & Development

L&D is a main function of an organizations HR department (Wilson, 2012). All responsibilities pertaining to implementing L&D initiatives that involved at all levels of an organization is the responsibility of the HR head. In larger organizations the development plan for employees maybe managed by a L&D role or separate L&D department.  The difference between HR and L&D is HR deals with a range of employee administration central functions such as processing payroll, recruitment and selection, and managing employee relations. In contrast L&D focuses on one function: the growth and skill development of employees professionally. This includes identifying training gaps and developing training programs that are aligned with the overall business strategy established by HR (Niazi, 2011). There is an overlap between HR and L&D, therefore these two departments need to work with each other parallelly in order to achieve organizational goals. If we take an examp...

Learning and Development (L&D) is a specialized HR function and a great tool for linking skill gaps, cultivating workplace culture, increasing employee engagement and working on employee retention rates. Learning and development is a continuous process of empowering and encouraging employees’ professional skills to drive better organizational performance (Garavan, 2021). L&D is characterized as part of a business’s overall talent management plan, where learning is used to gain, nurture, maximize, and retain talent (Niazi, 2011).   Learning can be defined as the gaining of knowledge, skills and attitudes (Harrison, 2005). Development can be defined as the broadening of knowledge to match an individual’s development goals (Sadler-Smith 2006). The final outcome of L&D is to develop or change employee behavior for the better, to help them do their work better and increase performance (Niazi, 2011).   One must keep in mind that many use learning, training and...