5.1. D E F I N I T I O N
Learning and development is the practice of providing occupationally directed and other learning activities that enable and enhance the knowledge, practical skills and work place experience and behaviour of individuals and teams based on current and future occupational requirements for optimal organisational performance and sustainability.
5.2.1 To enhance human performance in relation to organisational objectives.
5.2.2 To align learning and development plans to organisational strategy.
5.2.3 To create an occupationally competent and engaged workforce which builds organisational capability in line with the objectives of the organisation.
5.2.4 To create a learning environment that enables optimal learning and growth.
5.2.5 To develop a culture that enables individual and team competency development in achieving organisational objectives.
5.2.6 To position learning and development as a catalyst for continuous improvement, change and innovation.
5.2.7 To evaluate the impact of learning and development interventions at an individual, team and organisational level.
5.3.1 Formulate a learning and development strategy for an organisation.
5.3.2 Align learning and development strategy with organisational goals and culture.
5.3.3 Ensure all learning and development activities conform to appropriate quality and compliance requirements and competency models.
5.3.4 Identify, select and implement the appropriate learning and development interventions according to the identified organisational need.
5.3.5 Ensure the design and provision of learning and development interventions are appropriate and integrated.
5.3.6 Leverage the utilisation of appropriate online technologies to accelerate learning capacity and capability.
5.3.7 Evaluate the impact of learning and development to assess quality, impact and alignment.
This standard element should be read and applied by taking cognisance of all the other standard elements, but with a particular focus on strategic HR management, talent management, organisation development, performance management and HR measurement.
HR Competency Model: HR practitioners must be able to play an appropriate role in the following outputs:
- HRD strategy and planning
- Competency modeling and competency assessment
- Training logistics and administration
- Training needs analysis
- Management of learning providers
- Design and delivery of development activities
- Evaluation of L&D interventions
- Coaching and mentoring
- Individual Development Plans (IDPs) and Career Management
- Knowledge Management