Adopting the definition in CIPD (2020), in modern organisation context, L&D function include a strategy to appreciate the organisation strategy. This is also inclusive of the future capabilities to identify the distinct learning needs and priorities in the entire organisation. From an individual point of view, L&D function involve the process of creation of a learning environment with the employees being consistently developed to gain sustainable skills.
From my experience, I know that being a L&D manager, it is always critical to ensure that I am appreciating the different roles functions. This is also in regard to the extent in which they elicit a direct influence to an organisation operations. For example, the roles are consistently found to evolve and develop on the basis of the prevailing motivational and behavioural sciences (Wright, 2008). From my individual experience, this is an indicator that for being successful as L&D manager, this entail being best positioned to identify the prevailing and future organisation needs, establishing a flexible learning opportunities and interventions. In instances where I followed tis, I ended up meeting the learning needs of my workforce.
On the basis of the provided background information, as an aspiring L&D manager, I intend to come up with a presentation to be provided to the panel for convincing them on the relevance of the L&D function. Further, I have developed different delivery models that are holistic. In any event I am successful in the recruitment process, I will demonstrate the extent in which I manage the entire process on the basis of the job description offered.
Based on my experience in the L&D function of my current organisation, I appreciate the fact that its core function is to integrate within the entire HR function. This is as identified in CIPD (2015) as being informed by existence of a paradigm shift model where the L&D function is characterised by the L&D function being aligned with the overall organisation needs despite of the prevalent challenges in achieving their intended objectives of the L&D practices.
For the different organisations that I have worked for in the past, they appreciate on the ned for promoting the employee’s capacity development for prompt learning contrary to existing competitiveness. This is as a critical differentiator of the level of an organisation success level (HR Grapevine, 2018).
By referencing on a report such as eLearning Industry (2019), the best practice in the L&D function would be characterised by 5Cs concept which include clarity, capacity, capability, commitment and community.
All the identified factors make sure that the L&D function is best positioned in implementing an improved proactiveness and a strategic practice for ensuring that they are achieving the intended objectives of the HR function.
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