Organisational Implications of
Coaching
Jane Stubberfield
By the end of this session you will be able:
Identify the factors involved in a learning
and development strategy
Discuss methods for ensuring strategic
alignment
Evaluate models for creating a learning and
development strategy
Learning and Development
Strategy
“So we have to ask ourselves are we
being driven seriously by identified
business needs, or are we making our own
interpretation of what we think the
organisation needs?”
Mayo, A., (2004), Creating a Learning and Development
Strategy: The HR Business Partner’s Guide to Developing
People, CIPD
Impact of L & D on Business
Performance Exercise
Organis-
Employee ational
Effective
performan Business
learning performan
ce performan
and ce
•Ability •Cost ce
developme
•Motivatio outcomes
nt effective
n HR
•Opportuni
improves investmen
ty t
•Labour
drives productivit
y
•Product /
service
Jarvis, J., Lane, D., and Fillery-Travis, A., (2006), The Case for Coaching, CIPD
quality
How much does the learning and
development strategy of an organisation
align with the overall human resources
strategy?
How much does the learning and
development strategy of an organisation
align with the overall business strategy?
How much is the learning and development
strategy aligned with the other human
resources practices and policies?
When adjustments are made in one area
are they also made throughout the human
resources function?
Harrison, R., (2005), Learning and Development, CIPD
Mayo, A., (2004), Creating a Learning and Development
Strategy, CIPD
References
Mayo, A., (2004), Creating a Learning and Development Strategy:
The HR Business Partner’s Guide to Developing People, CIPD
Jarvis, J., Lane, D., and Fillery-Travis, A., (2006), The Case for
Coaching, CIPD
Harrison, R., (2005), Learning and Development, CIPD
This resource was created by the University of Plymouth, Learning from WOeRk project. This
project is funded by HEFCE as part of the HEA/JISC OER release programme.
This resource is licensed under the terms of the Attribution-Non-Commercial-Share
Alike 2.0 UK: England & Wales license (http://creativecommons.org/licenses/by-nc-sa/2.0/uk/).
The resource, where specified below, contains other 3 rd party materials under
their own licenses. The licenses and attributions are outlined below:
1. The name of the University of Plymouth and its logos are unregistered trade marks of the University. The
University reserves all rights to these items beyond their inclusion in these CC resources.
2. The JISC logo, the and the logo of the Higher Education Academy are licensed under the terms of the
Creative Commons Attribution -non-commercial-No Derivative Works 2.0 UK England & Wales license. All
reproductions must comply with the terms of that license.
Author Jane Stubberfield
Institute University of Plymouth
Title Learning and Development Strategy
Description Creating a fully integrated learning and development strategy
Date Created 17.01.2011
Educational Level 7
UKOER, LFWOER, Learning from WOeRK, UOPCPDLM, Continuous
Professional Development, CPD, Work-based Learning, WBL, Learning,
Keywords development, strategy, alignment, business performance
©University of Plymouth, 2010, some rights reserved
