The 10 shifts we’ve identified come from the findings of a number of CIPD research reports and insights, starting with our 2015 report on The 10 shifts may well challenge a ‘traditional training’ approach to meeting organisational needs. The Kirkpatrick model. It’s a key part of the overall business strategy.This factsheet looks at the influences on learning and development strategy: business strategy, operational and cultural factors, keeping strategy updated, and how this translates into policy. Read our Questions that may help determine the nature of learning and development include:Will internal staff or outside consultants deliver learning?What forms of learning – technical skills or leadership development, for instance – will be encouraged?What methods and modes of delivery will be used, for example, face to face, digital or a blend, formal or informal?What relationship is there between learning and formal qualifications, for example, is learning be accredited by educational institutions?Are any of the government-backed and regional funding programmes appropriate to meet learning needs within the organisation?What can learners do to enable them to continue applying the learning?Given that effective implementation of the L&D strategy is critical to an organisation's success, it’s essential to regularly review and assess the use of learning activities. Registered Charity no. Some organisations may go further by offering extra resources to develop the skills of under-represented groups. This factsheet was last updated by David Hayden. It’s a key part of the overall business strategy. Find out more. Finally, the factsheet considers the practical elements of implementing an L&D strategy and policy.The CIPD is at the heart of change happening across L&D, supporting practitioners in providing insights and resources. If you don't have a web account why not register to gain access to more of the CIPD's resources. The questions are not intended to be a one-off ‘tick list’ approach to offering L&D, but a means of checking against the organisation’s strategy to demonstrate the value L&D can offer.This shift ensures that L&D strategy is aligned to business need. Find out how specialist learning and development knowledge fits into our new Profession Map. The L&D strategy should include the organisation’s evaluation approach and describe how the impact of any individual programme, or series, will be measured. This can typically include mentoring programmes with senior leaders, in-house development courses and project-based learning. This helps L&D to be understood widely across the organisation. Understand how to create and implement a learning and development strategy and policy to support organisational successA learning and development (L&D) strategy outlines how an organisation develops its workforce's capabilities, skills and competencies to remain successful. We explored more on this in our When developing a strategy, it’s useful to adopt the increasingly financial and operational language of business. Find out how specialist learning and development knowledge fits into our Log in to view more of this content. The seminal model for learning and development evaluation developed and first published in the 1950s by US academic Don Kirkpatrick remains influential today. It provides guidance on how to cost learning and development … A learning and development (L&D) strategy sets out the workforce capabilities, skills and competencies the organisation needs, and how they can be developed to ensure a sustainable, successful organisation.The L&D strategy must reinforce the approach within the broader HRM strategy and align with other strategies (for example, recruitment).