About the function of Learning & development specialist
What does the Learning & development specialist do?
The primary job responsibility of the Learning & development specialist is to design effective curriculums and training programs that improve both individual and organizational performance. Whether delivered in classroom or online, Learning & development specialists are responsible for delivering a learning experience that is customized to the audience skill level and characteristics.
Their responsibilities do not stop once trainings are delivered: Learning specialists duties include post-learning monitoring and evaluation, making sure ensure employees are given relevant development plans and assignments to practice their skills. Learning specialists are strong enablers of knowledge sharing across the organization. Their work allow employees to connect informally with mentors and colleagues to create a culture of learning. Learning specialists typically report to Learning and development managers. Companies of smaller size usually include l&d duties to HR generalist executive roles, or directly to HR Managers.
What does the future hold for Learning & development specialists?
Learning & Development specialists are the architects of the organization’s learning experience. Their development will be largely focused on how to deliver quality training programs, using innovative techniques and technologies to enhance learners engagement and ability to learn. More and more companies will get out of the outdated “training catalog” approach, to rather focus on customised learning experiences. In doing so, top decision makers shall become more demanding over Return Of Investment (ROI) coming from training programs provided.
To thrive in their roles, specialists must understand their business environment and liaise with business line managers to recommend and design relevant learning pathways. They shall typically lead learning & development projects from A to Z, from training need collection until post learning evaluation, making sure learners are given the right assignments to practice their skills. This involves identifying the right learning “blend”, by proposing stretch assignments, social learning and formal learning activities.
Learning professionals shall be creative and look at new ways of conveying a learning culture, by promoting classes using story telling techniques or by organising knowledge sharing opportunities across the workplace (using forums, informal knowledge sharing sessions etc). To do so, professional Learning specialists shall level up their game and become skilful writers.
Employers are already spending more in more in learning and development, not only for the direct benefits of employee retention, but also to consolidate and increase market positioning. Therefore, Learning & development specialists shall be prepared to take the spotlight with the responsibility to prepare employees for their future skills requirements.
Competencies of the Learning & development specialist
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 specialist
Development plan for Learning & development specialist
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 specialist to put in practice newly learned skills.
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