ICS Learn Formative Assessment 2 (40572/27) 7LTD


You have been asked by your line manager to lead an initiate the new learning and talent development strategy in your workplace. Discuss the typical activities that you would undertake when doing this and how you would lead such a programme. Refer to any real life working situations and literature you have read. 

Your line manager has asked for a business report in the region of 1000-1500 words

All submissions should be in the region of 1,000 – 1,500 words and references should be added in the Harvard Referencing Format. There is a Harvard Referencing tutorial in the Resources Area which outlines the formatting required.


Executive Summary

This report evaluates the activities in learning and talent development. It first focuses on the definition of learning and talent development and the different activities in the process. The report reveals that learning and talent development is critical in ensuring the employees’ skills and competencies are aligned with the organisational needs and objectives. The learning and development activities commence by establishing the employees’ strengths and weaknesses, developing the learning programs, identifying the most suitable approach to deliver the training program, and evaluating whether the employees have grasped the concepts.

Table of Contents

1.0      Introduction. 4

2.0      Learning and Talent Development 4

3.0      Activities. 4

3.1      Assessing the Employees Strengths and Weaknesses. 5

3.2      Select the Most Effective Training Program.. 5

3.3      Determining the Most Suitable Learning and Development Approach. 5

3.4      Evaluating the Individual’s Competence After the Learning Process. 6

4.0      Conclusion. 7

4.1      Recommendations. 7

References 9


1.0 Introduction

The organisational competitiveness is centred on various unique and rare resources. These resources include physical, financial, and human capital. In the last decade, scholars and business professionals have focused on understanding the effectiveness of human capital in promoting the company’s competitive advantage. Human capital in this regard involves the skills and competencies among the employees, including managers (Gibbons, 2020). One of the strategies to develop human capital is learning and talent development, which involves equipping the workforce with the right skills and competencies tailored towards the organisational needs and preferences. This report examines the strategies and activities for learning and talent development.

2.0 Learning and Talent Development

The primary definition of learning and talent development is the planning, selection, and implementation of various strategies to ensure that the firm has the right combination of the current and future talent needs. The availability of these talents is aimed at meeting the strategic goals and ensuring that the organisational approaches are aligned with the talent processes. Learning and talent development are used interchangeably with talent management. According to Ghosh (2021), talent management entails human capital management practices, which involve ensuring that the employees have the right talent to meet the organisational mission, vision, and objective. Learning and talent development has numerous merits to the individual and the organisation. To the individual, learning and talent development ensures that the individual is equipped with the right abilities, which enhances one’s competencies. Further, learning and talent development promotes one’s performance and satisfaction at the workplace due to achieving the required objectives (Hocking, 2019). To the organisation, learning and talent development ensures that the company has the right skills and competencies to meet the current and future needs. This also promotes innovation and aids in enhancing organisational goals and objectives.

3.0 Activities

Several activities characterise the learning and talent development process in the organisation. Notably, the learning program should be developed in line with the firm’s objectives and the employees’ abilities. The activities include;

3.1 Assessing the Employees Strengths and Weaknesses

This activity involves determining the workforces’ abilities and areas of improvement. This can be achieved through various approaches, including performance management, continuous employee engagement, interviews, and focus groups. Considering the approach such as performance management, it involves the systematic approach to evaluating the individual’s skills and determining their contribution to the company’s objectives. According to CIPD (2020),………………………

Please click the icon below to receive this assessment in full