About the function of Learning & Development Manager
What does the Learning & Development Manager do?
The Learning and development manager responsibility is to make the most out of people’s skills development and help them develop to their full potential. At the same time, L&D managers must make sure that learning and development activities provided are matching the organisation’s business performance objectives as well as individual development needs.
In larger companies, there may be an entire L&D department, in which case the L&D manager may report into the Head of Learning and Development and coordinates all training and development activities. In smaller companies however, it may be one of the duties of an HR Generalist Manager.
What does the future hold for Learning & Development Managers?
Innovation is no stranger to the field of learning & development, and the transformation shall continue. Unsurprisingly, the L&D function will become indispensable as HR digital technology soars, together with modern workforce transformation. L&D Managers have no other choice than to embark their employees in a journey of continuous learning to remain competitive and agile.
Blending the learning journey using design thinking and tailored learning activities. L&D Managers shall boost the organization learning capabilities using Learning Management Systems (LMS) aiming at automating and mixing customized learning activities (using stretch assignments, videos, mobile content, social learning opportunities, gamification techniques, virtual or game-based learning.) To equip employees with necessary knowledge and skills, L&D Managers shall excel at prototyping, testing and launching new learning programs aimed at enhancing employee performance.
Technology and Learning Analytics to drive the change of the function. As Artificial intelligence will offer data driven suggestions to improve learning curriculums, L&D professionals will justify the obvious correlation between learning and performance with ROI metrics. Such evolution will inevitably place L&D Managers as strong business partners to business line managers and top decision makers.
L&D Managers will lead knowledge sharing culture across organizations. In order for employees to learn at the same speed of the accelerating business, L&D professionals will unlock knowledge sharing across the entire company. As advocate of learning and performance, the L&D Manager shall make sure access to information is guaranteed to all and that anyone willing to share their knowledge could do so.
Organizations that prioritize learning & development and the upskilling of the function will see direct improvements in talent attraction, employee retention, business performance and market positioning.
Competencies of the Learning & Development Manager
How to read the competency table and chart?
The percentage score (%) represents the expertise level required for this position, click on score for more details. Future skills, which are important to your organization's competitivity in the long run, are highlighted with a .
Competencies of the Learning & Development Manager
Development plan for Learning & Development Manager
Remember that all Learning & Development (L&D) activities and trainings should be balanced to achieve maximum results. For all Active Learning you perform, remember to balance with Social Learning and several Stretch assignments for the Learning & Development Manager to put in practice newly learned skills.
|Business partnering||Active Learning||E-learning curriculum||Learning & development certificate program (5 courses, 30 hours)||>> Learn more|
|Business partnering||Social Learning||Feedback from top manager||Collect top 5 business metrics that will be a priority for your management|
|Business partnering||Stretch assignments||Individual assignment||Present ROI analysis of 3 latest corporate trainings to top management||>> Get started|
|Design thinking||Active Learning||Book/article reading||Understand how people learn to improve results||>> Learn more|
|Design thinking||Active Learning||E-learning course||Incorporating Design Thinking into HR (1.5 hours, incl. certificate)||>> Learn more|
|Design thinking||Social Learning||Feedback from users||Survey employees & spot top 5 areas of concerns regarding current L&D experience|
|Design thinking||Stretch assignments||Individual assignment||Present your company's learning experience strategy to your direct superior||>> Get started|
|Innovative instructional design||Stretch assignments||Individual assignment||Design and perform a virtual learning game during next quarter||>> Get started|
|Innovative instructional design||Social Learning||Communities / Practice group||Create a GenZ & Millenial work group to feedback on company's learning contents|
|Innovative instructional design||Active Learning||Book/article reading||Ultimate design guide to elearning gamification in 2020||>> Learn more|
|Innovative instructional design||Active Learning||E-learning course||Gamification in Teaching & Learning (2.5 hours, incl. certification)||>> Learn more|
|Innovative instructional design||Active Learning||E-learning course||Learning Technologies Foundations & Applications (8 hours, incl. certification)||>> Learn more|
|Innovative instructional design||Active Learning||E-learning curriculum||Teaching and Learning: Digital Storytelling (17 hours, incl. certification)||>> Learn more|
|Innovative instructional design||Stretch assignments||Individual assignment||Roll out one project to improve the learning culture at your organization||>> Get started|
|Knowledge sharing||Active Learning||Book/article reading||Why You Need a Knowledge Sharing Culture in E-Learning||>> Learn more|
|Knowledge sharing||Active Learning||Book/article reading||Before, During, and After Training: Improving Knowledge Transfer||>> Learn more|
|Knowledge sharing||Stretch assignments||Individual assignment||Identify company wide channels or tools to promote learning to all employees||>> Get started|
|Knowledge sharing||Social Learning||Communities / Practice group||Create internal discussion group & collect best practices to boost knowledge sharing|
|Learning plan management||Active Learning||Book/article reading||Training Budget 101: How to effectively manage your training costs||>> Learn more|
|Learning plan management||Social Learning||Feedback from top manager||Meet management and collect L&D priorities during budgeting period||>> Get started|
|Learning plan management||Stretch assignments||Individual assignment||Integrate stretch assignments and social activities into current learning plan|
|People Analytics||Active Learning||Book/article reading||Learning Analytics: Using Talent Data to Improve Business Outcomes||>> Learn more|
|People Analytics||Social Learning||Feedback from peer||Discuss 3 post learning metrics linking program effectiveness to business performance||>> Get started|
|People Analytics||Stretch assignments||Individual assignment||Find new system or optimize current one to automate learning data extraction||>> Get started|
|People management||Stretch assignments||Individual assignment||Target 2 future skills for each of your subordinates and create blended learning plans||>> Get started|
|People management||Social Learning||Mentoring from subordinate (reverse mentoring)||Apply reverse mentoring with one subordinate||>> Get started|
|People management||Active Learning||E-learning curriculum||Managing people at work course (20 hours, incl. certification)||>> Learn more|
|Project management||Active Learning||E-learning course||Project Management: Getting Started & Beyond (6 hours, incl. certification)||>> Learn more|
|Project management||Stretch assignments||Individual assignment||Deliver complete Terms of Reference (TOR) to support your next learning project||>> Get started|
|Project management||Social Learning||Feedback from top manager||Share Terms of reference (TOR) to top management & collect feedback before project kickoff|