If you are tasked with building a learning and development strategy from scratch, or even reviewing your current one, industry benchmarking is a great way to generate ideas, observe best practices and to avoid making silly mistakes.
Here are 5 L&D strategy examples we think are worth your review.
This is a 5 year plan which sets out the University’s plans, ambitions and commitments to all staff throughout the university.
The strategy explains how the University plans to work with staff, managers and other stakeholders to help everyone reach their potential.
Key strategic objectives are to ‘Strategically align individual performance and development planning’, and, ‘Build Leadership Capacity and ensure capability development’.
This 3 year strategy sets out the main workforce/organisational development targets, the most notable of which are to, ‘achieve a mandatory training rate of 95%’ and, ‘to have improved Leadership and Management’, to be measured by findings in the Annual staff survey, Patient survey and the Friends and Family tests.
The objectives of this strategic plan are to “To provide a route map to enable local government to develop it’s most valuable resource in a changing environment and ensure the ongoing provision of excellent services which are responsive to the needs of local communities.” Learning Organizations, Leadership and Performance Culture account for 3 of the 6 strategic pillars of this plan.
This 3 year strategic plan looks to provide a framework for all safeguarding children L&D events in Bradford, ensuring that all those who work with children and their families are adequately knowledgeable, skilled and competent.
This ambitious 5 year plan includes achieving innovative goals such as: comprehensive electronic learning solutions, blended learning, the use of the internet to maximise learning, a world wide web profile of the L&D offer, a high quality leadership development programme, and development of in house peer support training and development.
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