While planning for 2025, HR leaders can take a strategic approach to learning & development that supports long-term success in the future rather than just the “here and now,” according to an updated L&D blueprint from McLean & Co.
As the future of work continues to shift and rely on skills, L&D will be critical to provide career development opportunities, avoid skills gaps and boost performance, McLean said.
“An organization that embeds L&D into its culture leads employees to trust in its ability to support their development goals,” Jodi Callaghan, director of McLean’s HR research and advisory services, said in a statement.
“This includes socializing and prioritizing L&D at all levels of the organization in a way that fuels and builds a sustainable learning culture,” Callaghan said. “It’s also important to remember that the implementation of a long-term L&D strategy can and should be done in a way that supports both employees and the organization.”
In the blueprint, McLean explains how HR leaders can identify the gaps in their current L&D approach and reach future goals with a clear long-term strategy.
In particular, McLean suggests that HR leaders establish a project team, review strategic documents and analyze organizational data to understand the current state of L&D. Then, the team can define the desired future state of L&D by planning L&D governance structure, a roadmap for priorities and an action plan.
Looking ahead to 2025, for instance, HR teams may consider how L&D can lead AI transformation and upskilling in the organization, according to Peter Hirst, an executive education leader at the MIT Sloan School of Management. Experimentation with AI tools can present exciting opportunities for innovation, as well as risks, so companies should be prepared with robust capabilities and competencies, he wrote.
Making the business case for L&D and integrating it into the company’s strategy and vision is also vital, according to Cognota CEO Ryan Austin. L&D is often seen as a cost center rather than growth catalyst, he said, but focusing on strategy can help L&D leaders get a seat at the table.