Learning And Development Plan Paper

With the limited information outlined in the mock scenario, I will make the following assumptions:

1. There is a baseline and delivery method currently for training and development throughout the 50+ countries that satisfy the technological challenges in this highly geographically dispersed/multi-cultural organization.

2. Funding and resources are in place to execute the training and development plan for the current fiscal year. Q: What are the key elements this organization needs to have in a coordinated learning and development strategy and function?

A: The learning and development strategy, as within a highly dispersed organization outlined in the scenario, must compliment and support the higher level organizational strategy and ensure

There may be value in the current structure or it is possible more value could be added by consolidating some of these functions to streamline and improve productively and reduce duplication of effort. The implementation of an Organizational Inspection Program (OIP) for training and development will need to be applied to ensure policies and procedures are standardized and being upheld. The OIP team would consist of a small team of highly technical and proficient employees to conduct detailed inspections and staff assistance programs while providing detailed out briefs and after action reviews properly archived for future evaluations.

Key factors to change management principles and activities would include:

• Generate a sense of urgency – as the learning and development director and leader I would inspire, drive, and create the energy required to make change happen by creating the atmosphere to move an organization forward.

• Shape a guiding union – with an organization that is geographically dispersed, building relationships and getting buy-in is critical while ensuring each member or team understands the organizational value of any necessary