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Impact of Learning and Development Philosophy within Workplace


Task: Produce a presentation for senior managers on your L&D philosophy. How does this philosophy demonstrate inclusivity How does your learning and development philosophy improve the skills of the employees in your organisation


L&D philosophy
It is developing the capabilities and skills of an individual and team to help them achieve their goals. A pathway to development is learning. Learning is an essential factor in an organization that helps it to achieve its objectives, create a competitive advantage, and build a committed and engaged workforce. Learning eases the achievement of objectives of an organization and helps in developing business strategies. Strategic human resource development is about creating teams and individuals who are knowledgeable, skilled, and are competent (Concept of Learning and Development Strategy).
Learning and development philosophy express the values and beliefs of an organization. It is about the benefits attained from all the stakeholders of an organization. To achieve the strategies of HR, and business objectives it is necessary to develop in association with the support business function. Learning and development must be related to performance. It must improve individual, team, functional, and corporate performance. All the employees in an organization must be given equal opportunities to learn and develop. But the core responsibility is of the employee to show interest in learning and development.

An organization must have a learning culture that offers growth opportunities. Leaning culture includes employee guidance, training techniques, supportive environment for learning, facilitating management style, developing a fundamental value, long-term capacity building, self-learning, empowerment, initiatives from employees, and encouragement to learn.

To develop strong learning and development functions there are a few dimensions. The components are mentioned below
1. Learning applications and technology
2. Incorporation of learning and development into HRM processes
3. Measure the influence of learning and development on the performance of the organization
4. Execution and extension
5. Designing journeys of learning
6. Assessing estimated value and capability gaps
7. Co-ownership between HRM and organization units
8. Alignment with the marketing strategy

Learning and development philosophy demonstrate inclusivity Learning and development show inclusivity. An organization must ensure that employees embrace inclusion. It is important to embed diversity and inclusion within an organization to influence the culture of an organization and enhance the reputation of an organization (Naybour, 2020).

There is a huge difference between embedding diversity and inclusion within the organization and raising awareness about it. Inclusive training programs will help both organization and its employees to recognize the dissimilarities among the learners,embrace those differences and train the entire workforce. Inclusive learning and development are recognizing the rights of employees and bringing a culture that enables learning, removes barriers, and respects diversity (Hogemark, 2018). From the beginning, it is important to incorporate an inclusive learning approach. By proper delivery of training, learning, and evaluation method the employees can engage in their jobs and show their full potential. Employee training can also be done by forecasting visual work such as posters around the workplace. Learning and development are not just about promotions, an organization must develop a learning culture.

An organization must be an inclusive learning organization. It means it promotes learning based on the abilities and proficiencies of its employees making them potential to work in different settings (Chandrashekar, 2018). Inclusive learning develops employees contributes to the goal constructively. In today’s era, inclusive learning must be an integral part of an organization. This is because it maintains the structure of knowledge management by transferring, retaining, and creating knowledge within an organization. Thus, modern learning culture aligns with inclusive learning.

Learning and development philosophy improve the skills of the employees in an organization
Learning and development have played a major role in improving the skills of employees working in an organization. The digitalization, increasing complexity, and constant landscape of competitive business are reshaping the employee mix (Brassey, 2019). All these aspects have enhanced the necessity of learning and development. Functions and roles of learning and development in the achievement of goals and objectives of the organization.

1. Engaging and motivating employees- This can be done by providing new opportunities to the employees and developing their competency. 2. Creating an employer brand- To show an organization’s success, a brand is an important asset that portrays the products and services, financial strength, industry position of an organization.

3. Building value-based culture- Learning and development can help in creating community and value-based culture in these global and virtually dispersed organizations.

4. Enhancing and developing capabilities of individuals- To retain human capital value there must be a constant investment in learning and development.
5. Attracting and retaining talent- Earlier learning was solely focused on improving productivity. But nowadays, learning also promotes employability. Due to a lack of learning and development programs, employees generally leave a company. Proper training and development will them grow and provide job satisfaction.

There are several benefits of learning and development. Some of them are listed below: 1. It helps in the adoption of new technologies and methods. Training and developing the workforce will help in the quick adoption of new methodologies.
2. It helps organizations to keep pace with the transformations in the industry.
3. It impacts the career growth of an employee. Thus, enhancing their morale and job satisfaction.
4. A key to retaining employees in an organization is learning and development. Thus, it can reduce employee turnover.
5. Attracting quality talent and retaining a skilled workforce comes from continuous training and development.
6. Regular practice is required to sharpen your skills. Periodic employee learning and development programs will maintain good level of skills and knowledge (Simplilearn, 2021).
7. With this change in technologies, trends, and innovations it is necessary to train your employees to stay ahead in the marketplace (Simplilearn, 2021). Training and development will help in gaining a competitive advantage.
8. It also increases the scope of internal promotions. A skilled employee can apply for a higher position in the organization, this will also save the cost.

Brassey, J., Christensen, L., and Dam, N.V., 2019. The essential components of a successful L&D Strategy. Available at: [Accessed 23 November 2021]

Chandrashekar, S., 2018.How to Become an Inclusive Learning Organization. Available at: [Accessed 23 November 2021

Concept of Learning and Development Strategy. Available at: /business-management/concept-learning-development-strategy [Accessed 23 November 2021] Hogemark, F., 2018.How to design and deliver an inclusive workplace learning strategy. Available at: [Accessed 23 November 2021] Naybour, P., 2020. Inclusive L&D Teams Provide Better Learning Experiences. Available at: [Accessed 23 November 2021]

Simplilearn, 2021. Top 8 Benefits of Employee Training and Development in 2021. Available at: [Accessed 23 November 2021]


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