Step 1: Identify Organizational Needs

Overview

Having your organizational objectives and priorities defined will allow the Learning & Development (L&D) strategy to be more closely aligned. This alignment ensures that training and development efforts support and drive the most important and impactful goals of the organization and provides employees with clarity on the value and impact of their development efforts.

This is also a good stage of the process to engage your HR partners, especially if they have an existing Learning & Development function.

Example of An Organizational Goal Supported by L&D

Let’s say your organization’s strategic plan includes using Artificial Intelligence (AI) to accelerate digital transformation. To achieve that, L&D efforts will focus on building capabilities within the workforce to realize that goal, such as:

• Technical Proficiency in AI Technologies

• Problem-Solving with AI

• Ethical Considerations and Compliance

• Change Management

• Collaboration and Communication

Questions to ask

• What does the end result look like if your organization realized this strategic goal?

• Is training the appropriate solution? Involve stakeholders, including employees, leaders and partner agencies in this exercise.

• What kind of training would be best for each focus area?