How to Design a Learning and Development Plan for Max Impact

Learning and development (L&D) provides your employees with upskilling opportunities that empower them and improve your business outcomes. L&D programs are significant in aiding retention, reducing skills gaps, and increasing companies’ ability to meet their goals. Before you can effectively implement learning and development initiatives, it helps to have a clear definition of the term and a solid understanding of the benefits involved. Read on to explore the advantages of a popular learning model and the different types of learning and development. Finally, discover strategies to help you create a learning and development plan with maximum impact.  

What is learning and development?

Learning and development refers to activities and programs that businesses provide to employees to help them gain knowledge and skills, improve performance, and grow professionally. In certain companies, learning and development are part of the human resources department. In others, it is a separate department, while some companies decentralize learning and development and incorporate it into every department.   

Benefits of learning and development

A learning and development program can offer your company and your employees various essential benefits. Some common advantages include:

A more competitive stance

The business world changes constantly—from the tools workers use to how they work. It’s essential to embrace consistent learning and development to keep up with the pace of change and help your company stay ahead of the market. For instance, a report by McKinsey & Company specifically addresses the need for advanced IT and programming skills. It shows that demand for these skills by companies may grow by as much as 90 percent between 2016 and 2030 [1].  

Increased employee engagement and retention

Companies that offer learning and development for employees often enjoy higher engagement, and their employees stay longer than those at companies without professional training programs. A survey developed by Better Buys garnering over 2,000 responses found that having professional development programs resulted in a higher engagement at work in about 15 percent of respondents. The survey also found that about 34 percent of respondents were likelier to stay with a job that offered professional development programs [2].

Improvement in work culture

Incorporating a learning and development program might improve the work culture at your company. When you offer your employees opportunities for growth, they have an improved sense of well-being, less stress and anxiety, more confidence, and overall higher job satisfaction. According to research conducted by McKinsey & Company, employees who left their jobs due to employee experience rated a lack of career development as equally as needing more caring leaders or sustainable work expectations [3]. 

Higher productivity among employees

Employees who receive more training become more efficient and better at their jobs. This makes them more productive, which can improve operations and, ultimately, your bottom line. It can also promote collaboration and create a learning culture, which may also help increase productivity.  

The 70:20:10 model and tips for success 

The 70:20:10 learning model suggests that people learn through doing, and it provides a framework for corporate learning and development programs. According to the model developed by educational researchers in the 1980s, employees learn in the following ways:

• 70 percent through on-the-job learning experiences

• 20 percent through peer interactions like mentoring and coaching

• 10 percent through formal education like in-person or virtual classes

Some tips that can help boost the success of the model include:

• Conducting thorough new-hire orientations so employees have a clear understanding of their job duties and responsibilities

• Providing employees with mentors who can help ensure good work habits and give helpful advice

• Offering employees access to personalized classes and workshops and recognition when training results in positive changes

• Conducting post-training meetings between employees and supervisors to discuss how employees can incorporate what they've learned into their own job

Types of learning and development

Employee learning and development opportunities come in many forms. A few standard options include: 

Orientation: Generally offered to new employees, an orientation may involve filling out employment-related paperwork, reviewing the job duties and expectations, learning about job-related benefits, and reviewing company policies and procedures.

Workplace skills development: This type of L&D helps improve employees' interactions with other staff, clients, or customers. Classes or workshops in workplace skills development include phone skills, customer etiquette, and communication. 

Technical skills development: This type of L&D helps improve technical skills that employees need to perform their job duties. Some job duties that may require training include computer coding or programming, content writing or editing, the use of customer relationship management (CRM) software, and data entry or analytics. 

Safety training: This training protects employees from accidents, injuries, or violence on the job and is usually mandatory when work involves hazardous processes or materials. Various topics covered in safety training include:

• Asbestos safety

• Construction safety

• First aid

• Fire drills and other evacuation plans

• Foodservice hygiene and safety

• Hazmat training

• Protection for eyesight or hearing

• Workplace violence

Teamwork training: This type of L&D helps employees work together as teams. Topics covered in teamwork training include communication, design thinking, problem-solving, team-building games and exercises, and motivational activities.  

Strategies for designing and implementing an L&D program

When designing your L&D plan, it helps to keep several critical considerations in mind. Make sure you consider:

• Goals: What are your goals for L&D? Do they align with your company's mission?

• Needs: What types of training do your employees need? Do your employees have different learning styles (visual, auditory, kinesthetic)?

• Budget: How much can you afford to devote to learning and development?

• Participants: Who will receive the training?

• Execution: How will you conduct your training, and who will lead it?

• Timeline: How much time will you need to arrange L&D programs and activities?

• Communication: How will you notify employees about L&D programs and activities?

• Results: How will you determine L&D success? What sorts of measurements will you use?

Getting started on Coursera

Implementing a learning and development program offers many benefits, like improving company culture, increased engagement, and more productive employees.  A good training and development program starts with an effective leader. To brush up on your leadership skills, consider taking the Leading People and Teams Specialization offered by the University of Michigan on Coursera. 

In this five-course series, you'll learn about defining goals for your organization and communicating your vision. You'll also discover how to manage employees to boost retention and how to create high-performing teams.