LEARNING AND DEVELOPMENT

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In today’s fast-changing business world, Learning and Development (L&D) is a key part of Human Resource Management (HRM). With rapid technology changes, global competition, and evolving employee needs, continuous learning has become essential.

 



Changing Role of HRM

HRM has shifted from basic admin tasks to a strategic focus on employee growth. L&D is now a core function that helps attract, retain, and develop talent. The World Economic Forum (2024) reports that over 50% of workers will need upskilling or reskilling by 2027—highlighting the urgent need for strong L&D programs.

 Key L&D Strategies

  1. Personalized Learning – Platforms like Coursera for Business create custom learning paths based on roles and skills.

  2. Blended Learning – Companies like Google and IBM mix online courses with in-person sessions and real projects.

  3. Microlearning – Short, focused lessons through mobile apps help solve problems quickly and support on-the-go learning.

  4. Leadership Development – Programs like Unilever’s Future Leaders prepare employees for senior roles through mentoring and global exposure.

  5. Data-Driven Learning – Tools like LinkedIn Learning track progress and help HR improve training outcomes.


 Real-World Success

AT&T’s Workforce 2020 project invested $1 billion to reskill staff for tech roles—boosting both performance and employee satisfaction.


The Future of L&D

As AI and automation reshape jobs, continuous learning will be vital. HR must build a growth mindset and make learning part of daily work.

 Conclusion

L&D is no longer optional—it’s a strategic need. Organizations that invest in learning build stronger, more adaptable, and more innovative teams.



Reference

AT&T (2018) AT&T Workforce 2020 initiative. [online] Available at: https://about.att.com/pages/workforce2020 [Accessed 9 Apr. 2025].

LinkedIn Learning (2023) LinkedIn Workplace Learning Report 2023. [online] Available at: https://learning.linkedin.com/resources/workplace-learning-report [Accessed 9 Apr. 2025].

Unilever (2022) Future Leaders Programme. [online] Available at: https://www.unilever.com/careers/graduates/unilever-future-leaders-programme/ [Accessed 9 Apr. 2025].

World Economic Forum (2023) The Future of Jobs Report 2023. [online] Available at: https://www.weforum.org/reports/the-future-of-jobs-report-2023 [Accessed 9 Apr. 2025].

IBM (2021) Learning and development strategy case study. [online] Available at: https://www.ibm.com/blogs [Accessed 9 Apr. 2025].

Google (2022) Learning at Google: Training & development strategy. [online] Available at: https://rework.withgoogle.com/ [Accessed 9 Apr. 2025].



Comments

  1. A. M. S. Saumya Adikari1 August 2025 at 13:18

    This blog does a great job of showing how Learning and Development is becoming more and more important in modern HRM. Organizations need to adopt a future-ready mindset in order to stay competitive. This means focusing on continuous, personalized learning and using technology.

    ReplyDelete
    Replies
    1. MAYANTHA SENARATHNE2 August 2025 at 06:49

      Thank you for your thoughtful comment! I completely agree—embracing continuous and personalized learning is key for organizations to stay agile and competitive in today’s fast-changing world. Technology definitely plays a huge role in making learning more accessible and effective. Glad the blog resonated with you!

      Delete
  2. Ramesha Nisansala Kothalawala1 August 2025 at 15:52

    The blog makes a strong case for the role of L&D in modern HRM, but it overlooks some of the key challenges that businesses face in applying such strategies. Not all businesses have the resources, time, or digital infrastructure to apply personalized or AI driven learning platforms. It also assumes that employees are always willing to learn, without taking into account blockades such as digital fatigue or managerial buy in. Shouldn't we also be questioning how we can make L&D more inclusive and accessible to everyone. Especially for those who work in non digital or frontline roles?

    ReplyDelete
    Replies
    1. MAYANTHA SENARATHNE2 August 2025 at 06:49

      Thank you for raising these important points. You’re absolutely right—while Learning and Development offers many benefits, challenges like limited resources, digital infrastructure gaps, and employee readiness cannot be overlooked. Digital fatigue and lack of managerial support are real barriers that need addressing. Making L&D inclusive and accessible, especially for frontline and non-digital roles, is essential for truly effective development programs. This is an important conversation for HR to keep having as we strive to build learning cultures that work for everyone.

      Delete
  3. MAYANTHA SENARATHNE2 August 2025 at 06:24

    This comment has been removed by the author.

    ReplyDelete
  4. K.Lorance2 August 2025 at 06:26

    This is a well written and timely article. You’ve clearly highlighted how Learning and Development has moved from a support function to a strategic necessity in modern HRM. I especially liked the inclusion of real-world examples like AT&T’s Workforce 2020, which proves how impactful large scale upskilling efforts can be. Your mention of microlearning and personalized learning also reflects current trends in how employees prefer to learn. As AI and automation continue to change job roles, your point about embedding learning into daily workflows is essential for long-term growth. Great insights!

    ReplyDelete
    Replies
    1. MAYANTHA SENARATHNE2 August 2025 at 06:50

      Thank you so much for your kind words and thoughtful feedback! I’m glad the real-world examples and current learning trends resonated with you. Embedding learning into daily workflows is indeed crucial as AI and automation reshape how we work. Your support means a lot, and I hope the blog continues to provide valuable insights

      Delete

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