Summary of Key Reports and Findings (related to L&D and organisational strategy)

• Learning and development is still all too often criticised for being ‘de-coupled’ from mainstream organisational strategy.
• Over half (56%) of the sample state that learning and development professionals in their organisation don’t have enough involvement in the development of organisational strategy.

Organisations that claim their learning and development strategies are driven by organisation goals have a greater level of learning and development formalisation.

• 65% have a regular process for reviewing the delivery of learning and development activities
• 57% have an established Training Needs Analysis (TNA) process
• 56% have a written learning and development strategy
• 53% have gained Investors In People (IIP)
• 43% have an established method for evaluating the impact of learning and development goals.

To download a copy of the full report please go to http://www.cipd.co.uk/subjects/lrnanddev/general/_lrngdevsvy.

What Can You Draw From This?

Learning & Development activities can often get so caught up in the day to day running of the L&D activities that they fail to build in the basic processes that have been bedrock of the profession for years.

If you want to increase the impact that you as a learning and development professional have in your business, going back to basics and using the 5 items listed above is a great starting point.