5LD02 Assignment Example
5LD02 Learning and development design to create value
You work for a large international banking corporation RTM plc. The head office is in Switzerland. The company was at the forefront of digital banking technologies and an early adopter for many virtual customer support systems that other banks were slow to undertake.
The global Covid-19 crisis has impacted the business’ customers, investors and key stakeholders in an unprecedented way. With government financial support and a customer-focussed service provision RTM have continued to provide essential banking services to their customers (individuals and businesses).
As part of their corporate social responsibility RTM have traditionally sponsored and supported local community youth enterprise and arts amongst others. With the country being in lockdown, many of these charity and NGO organisations have struggled to survive.
The bank has retained their staff, avoiding redundancies. The move towards virtual working was welcome for some at the beginning of lockdown, but the prolonged nature of the lockdowns has not helped staff mental wellbeing.
Following on from various collaborative meetings and focus groups the Senior Leadership Team have authorised a transformational change of working practices, staff development and policies. The Learning and Development function will lead the change. The overall aim will be to support staff, whilst continually building resilience, knowledge and capability.
The decision has been taken to downsize a number of local branches. Office-based staff will be allowed to return to offices, only if the nature of their work requires them to do so. Some specialist and senior teams will have the option to continue to work from home. The sensitivity of data has not been compromised as previously thought homeworking could lead to. Therefore, new risk- assessments and policies are required for future threats of pandemics.
In line with all the changes, new learning and development interventions are required to cater for a range of stakeholder requirements.
Preparation for the Tasks:
- Refer to the indicative content in the unit to guide and support your evidence.
- Pay attention to how your evidence is presented, remember you are working in thePeoplePractice Team for this task.
- Ensure that the evidence generated for this assessment remains your own work.You will also benefit from:
- Reflecting on your own experiences of learning opportunities and training and continuingprofessional development.
- Reading the CIPD Insight, Fact Sheets and related online material on these topics.
- You should relate academic concepts, theories, and professional practice to the assessment task(s), in a critical and informed way, and with reference to key texts, articles and other publications.Don’t forget to: Complete the front cover sheet, sign with a “wet signature” and place at the front of your assessment. Use the bullet points below each task as headings and sub-headings so your marker can see where your answer begins.
Task 1– Stakeholder Analysis
You are the L&D manager. Whilst HR will support the people policies and support with the strategy for flexible working practices and logistical requirements, you are tasked with leading the transformational organisational development change. Predominantly this involves stakeholder engagement at all levels and capability and skills development to ensure business resilience, education and knowledge development. With a range of stakeholders with complex needs you have been tasked with conducting a stakeholder analysis.
The focus of your analysis is to be able to establish learning and development needs in relation to organisational objectives.
The Stakeholder Analysis must include:
- An evaluation of a range of methods for identifying organisational learning needs and key principles. (AC 2.1)
- A key stakeholder analysis to identify areas of need in relation to learning and development activity. (AC 2.2)
- A conversion of relevant information from the stakeholder analysis into clearly stated learning and development objectives. (AC 2.3)
- An assessment how individual and team learning, and development objectives align to organisational or departmental strategy. (AC 2.4)
Following the stakeholder analysis, you are required to produce an analysis report to engage the Senior Leadership and People Practice Management (HR, L&D and Management) teams. You will outline the strategic and mechanistic elements of the change project. The focus of the report will be to enable the business to:
- Understand the legal, cultural, logistical, financial and learner factors to be considered when designing learning and development.
- To design engaging learning and development solutions underpinned by learning theory and which address identified objectives.As your report is being prepared for senior management, it should be follow a business report format and style.The report must include:
- An exploration of key factors to be considered when designing learning and development activities. (AC 1.1)
- An assessment of factors to be consider when designing learning and development programmes for dispersed workforces. (AC 1.2)
- An explanation of how inclusivity and accessibility can be built into learning and development at design stage. (AC 1.3)
- An assessment of how aspects of learning related theory, psychology and neuroscience influence approaches to the design of learning and development. (AC 3.1)
- A discussion of a range of learning and development delivery methods and how they can be blended together to form an engaging and effective learning and development solution. (AC 3.2)
- The design of ONE proposed learning and development solution which addresses and combines identified learning and development objectives. (AC 3.3).
- This will include:o Learningmethods.
5LD02 ASSIGNMENT ANSWERS
Task 1– Stakeholder Analysis
An evaluation of a range of methods for identifying organisational learning needs and key
principles. (AC 2.1)
Various techniques can be utilized to ascertain the learning requirements of an organization. These methodologies must be compatible with the fundamental tenets of efficacy and relevance. Following are some of the frequently employed techniques:
- Employee Surveys
Conducting employee surveys is a valuable tool for organizations to collect feedback and opinions from their workforce regarding their learning needs, challenges, and desires (Hayden, 2022a).
- Performance Appraisals
Performance appraisals serve as a platform to recognize deficiencies in individual and team performance, thereby facilitating the identification of skill gaps and areas for improvement (Hayden, 2022a).
- Competency Assessments
Competency assessments involve the evaluation of competencies that are necessary for particular roles, followed by a comparison of these competencies with the current capabilities of individuals and teams. This process aids in the identification of learning needs (Hayden, 2022a).
- Job Analysis
Job analysis is a process that involves examining the roles and responsibilities associated with a particular job. This examination can provide valuable insights into the knowledge and skills that are necessary for effective job performance, and can also identify areas where further development may be required.
- Learning Needs Assessment
The implementation of comprehensive assessments, such as skill gap analysis and training needs analysis, is crucial in identifying specific learning requirements, commonly referred to as learning needs assessments (Hayden, 2022a).
- Inclusiveness – One of the key principles is inclusiveness, which involves engaging representatives from diverse levels and departments to achieve an in-depth awareness of learning requirements.
- Relevance – It is imperative to ensure that the learning needs identified are in alignment with the objectives and strategies of the organization to maintain relevance (Hayden, 2022a).
- Timeliness – Maintain up-to-date knowledge of changing learning requirements by conducting frequent evaluations.
- Data-Driven – The process of identifying learning needs should be supported by trustworthy data and evidence, to ensure a data-driven approach.
- Continuous Improvement – The practice of continuous improvement involves the systematic and frequent evaluation and modification of the techniques employed for identifying learning requirements, intending to improve their precision and efficacy (Hayden, 2022a).
A key stakeholder analysis to identify areas of need in relation to learning and development
activity. (AC 2.2)
The process of stakeholder analysis facilitates the identification of individuals and groups who possess a substantial influence on or are subject to the effects of, the learning and development initiatives (Barron et al., 2014). The process of performing a stakeholder analysis entails a series of related steps:
- Stakeholder Identification
Determine the stakeholders, including individuals, groups, or departments, who have a direct or indirect involvement or impact on learning and development programs. These individuals may comprise senior leadership teams, line managers, employees, human resources personnel, and external collaborators (Barron et al., 2014).
- Assess Influence and Interest
Assess the level of influence and interest exhibited by stakeholders in activities related to learning and development. This review serves to facilitate the level of prioritization of stakeholder engagement efforts (Barron et al., 2014).
- Determine Needs and Expectations
It entails identifying and assessing the requirements and expectations of a particular individual or group in the workplace. An organisation can attain this by interacting with relevant stakeholders using interviews, focus groups, surveys, or workshops (Barron et al., 2014). This assists to comprehend their distinct learning and development requirements, expectations, and concerns.
- Analyse interdependencies.
It is vital to analyse the correlations among stakeholders and their influence on learning. and developmental programs. It is important to take into account possible conflicts, interdependencies, and opportunities for collaboration (Barron et al., 2014).
- Prioritize Stakeholders
It is essential to prioritize stakeholders in any project or organization. This is done to effectively address the needs of stakeholders, it is important to prioritize them based on their level of influence, interest, and impact, and allocate appropriate resources and attention accordingly (Barron et al., 2014).
The stakeholder analysis should involve the participation of essential stakeholders, namely:
- Senior Leadership Team
The senior leadership team holds the responsibility for providing the general direction of the organization and should be actively engaged in the formulation of the training and development strategy (Chro-South-Africa, 2020).
- Line managers
Line managers are accountable for the daily operational output of their respective teams and should actively participate in the formulation of training and development strategies for their teams (Chro-South-Africa, 2020).
Employees who are slated to undergo training and development should be engaged in the creation of the corresponding solutions, as they are the intended beneficiaries of said initiatives
Conducting a stakeholder analysis is crucial in identifying the distinct needs of each stakeholder group and determining their potential involvement in the creation and execution of training and development strategies (Indeed, 2023).
A conversion of relevant information from the stakeholder analysis into clearly stated learning and development objectives. (AC 2.3)
The information acquired through stakeholder analysis ought to be utilized in formulating clear learning and development goals. These goals ought to possess characteristics of specificity, measurability, achievability, relevance, and time-bound nature. For example, based on a series of collaborative meetings and focus groups, the Senior Leadership Team has approved a transformative change in working practices, staff development, and policies. The Learning and Development department is expected to spearhead the organizational transformation (Indeed, 2023). The primary goal is to assist staff, while consistently enhancing their ability to adapt, acquire knowledge, and develop proficiency. A feasible goal could be to implement the training and development program within a timeframe of three months (Indeed, 2023). An appropriate aim could be to ensure that the training and development initiative is compatible with the strategic objectives of the organization. A time-bound objective could be to accomplish the training and development initiative within six months. To transform the information acquired through the stakeholder analysis into clear learning and development goals, it is recommended to adhere to the following procedures:
- Review Stakeholder Feedback – Evaluate the information gathered from stakeholder engagement initiatives and recognize shared patterns and priorities (Indeed, 2023).
- Define Objectives – In line with the identified themes and priorities, the organisation can develop clear and precise learning and development objectives that correspond with the strategic objectives of the organization. One possible approach to setting objectives is to concentrate on enhancing particular skills, enhancing leadership competencies, or fostering a culture of learning (Indeed, 2023).
- SMART criteria. – It can be employed to guarantee that learning and development objectives are characterized by specificity, measurability, achievability, relevance, and time-bound nature. This practice guarantees clarity and facilitates efficient assessment.
- Link to Organizational Objectives – Linking learning and development objectives with broader organizational goals is crucial to establish a clear connection between individual/team development and organizational success (Indeed, 2023).
An assessment how individual and team learning, and development objectives align to
organisational or departmental strategy. (AC 2.4)
After formulating the learning and development objectives, it is crucial to evaluate how they align with the overall strategy of the organization or department. This approach can facilitate the alignment of training and development solutions with the broader goals of the organization (Hayden, 2022b). The evaluation ought to ascertain how the learning and development aims will enhance the accomplishment of the organizational or departmental objectives. The identification of potential risks or challenges is crucial to ensure the achievement of learning and development objectives.
Through adherence to a prescribed set of procedures, Learning and Development (L&D) managers can perform a stakeholder analysis that will enable them to determine the learning and development requirements of their organization (Hayden, 2022b). This information can be utilized to formulate clear learning and development goals that are in sync with the overall strategy of the organization or department. To evaluate the alignment between the learning goals of individuals and teams and the strategic objectives of an organization or department:
- Critically analyse the organizational strategy – Understand the strategic goals and objectives of the organization or department (Hayden, 2022b).
- Review Learning and Development Objectives – Comprehensively assess the learning and development objectives developed from the stakeholder analysis.
- Identify Alignment – The process of identifying alignment involves a comparison between the learning and development objectives and the organizational strategy, to determine areas of congruence or discrepancies.
- Assess Contribution – Assess the extent to which the attainment of the learning and development goals would help improve the overall organizational strategy (Hayden, 2022b). Evaluate the possible influence on the performance of the organization, productivity levels, and the engagement of employees.
- Adjust and Align – If any discrepancies or deficiencies are detected, it is recommended to modify the learning and development goals to ensure their direct alignment with the organizational strategy. It is imperative to make the required modifications to ensure that the individual and group aims are in alignment with the broader goals of the organization.
- Communicate – Foster effective communication and dissemination of information by articulating the connection between individual and group learning goals and the overall strategic vision of the organization to all relevant parties. The establishment of common understanding and commitment toward the attainment of organizational goals through learning and development initiatives is facilitated by this approach (Hayden, 2022b).
Continuous Monitoring – Continuous monitoring is a crucial practice that involves regularly assessing and re-evaluating the relationship between the learning and development objectives and the organizational strategy. This is done to ensure that the training and development initiatives remain relevant and effective over time (Hayden, 2022b).
By offering insights into the strategic and mechanical components of the change project, this analysis report seeks to engage the Senior Leadership and People Practice Management teams. The emphasis is on providing the organization with the knowledge necessary to plan learning and development activities, especially for dispersed workforces. The report will also highlight how crucial it is to incorporate learning theory, psychology, and neuroscience into the design process, as well as how important inclusivity and accessibility are. Finally, it will examine different ways of delivering learning and development and suggest a particular solution that combines the defined learning and development objectives.
An exploration of key factors to be considered when designing learning and development
activities. (AC 1.1)
The following things must be taken into account while creating learning and development activities:
- Legal factors – RTM should ensure that all the learning and development initiatives that they plan to undertake are in adherence to all relevant learning and development-related legislation and regulations, including anti-discrimination and equal opportunity laws.
- Cultural factors – RTM need to take into account the organization’s diversity of cultures when designing activities, and make sure they are sensitive to and inclusive of various cultural backgrounds, beliefs, and traditions.
- Logistical factors – RTM needs to identify all logistical factors affecting any proposed learning and development initiatives, including the accessibility of resources, the technological infrastructure, the flexibility of scheduling, and actual or virtual learning environments (IMD, 2023).
- Financial factors – It is vital for RTM to take into account all the budgetary restrictions and make the best use of the resources at its disposal while assuring the success and quality of its learning and development initiatives.
- Learner factors – RTM needs to identify the traits, preferences, and requirements of the target learners, as well as their current knowledge and abilities, learning preferences, levels of motivation, and potential learning obstacles (IMD, 2023).
Other crucial elements to take into account are:
- Learners’ needs – RTM needs to find out what the learners need. This is usually the first stage in planning any learning and development activity (Vulpen, 2023). It should be able to address queries such as: What should they learn? What are they aiming for? What challenges do they face?
- The learning objectives – After determining the needs of the learners, the next stage is to create specific, quantifiable learning objectives (Vulpen, 2023). What do you hope the learners will be able to do after the training?
- The learning methods – RTM can utilize a large array of learning methods to enhance the success of the learning and development initiatives. These include lectures, workshops, simulations, and e-learning, among others (Vulpen, 2023). The needs of the learners, the learning goals, and the budget will all influence the learning method that RTM can utilise.
- The evaluation strategy – It is critical to assess the success of any learning and development initiative. This will make it easier to make sure that the activity is fulfilling the requirements of the learners and achieving the expected outcomes (Vulpen, 2023).
An assessment of factors to be considered when designing learning and development
programmes for dispersed workforces. (AC 1.2)
The development of learning and training programs for geographically dispersed workforces necessitates the incorporation of additional factors. Several factors need to be evaluated, including:
- Technological Infrastructure – It is imperative for RTM to establish a technological infrastructure that guarantees the accessibility and compatibility of learning programs and resources with the varied technological proficiencies of geographically dispersed employees (Pappas, 2021).
- Communication and Collaboration – To promote engagement and interaction among participants who are geographically separated, it is recommended that RTM needs to integrate engaging and collaborative elements into its learning and development program design (Pappas, 2021). This is vital for enhancing communication and collaboration among the participants. For instance, RTM can employ video conferencing, digital discussion forums, and virtual team-based assignments.
- Time Zones and Scheduling – To address the issue of accommodating learners across different time zones, RTM can develop plans that will assist it to provide flexible learning options, autonomous learning opportunities, and recorded sessions that can be accessed on demand.
- Localization and Language – The process of localization and language adaptation involves modifying learning materials and resources to meet the diverse linguistic, cultural, and regional requirements of a geographically dispersed workforce (Pappas, 2021).
- Culture – In the context of learning, RTM must acknowledge and put into consideration the potential cultural disparities among its staff. Therefore, it is essential to tailor the training program in a manner that is culturally sensitive and accommodating (Pappas, 2021).
An explanation of how inclusivity and accessibility can be built into learning and development at the design stage. (AC 1.3)
To promote inclusivity and accessibility in the design of learning and development, RTM must take into account various factors. Some of these factors include:
- Universal Design for Learning (UDL) principles – RTM should take into consideration the utilisation of the principles of Universal Design for Learning (UDL). This means that they should develop instructional strategies that cater to a wide range of learning styles, abilities, and preferences (Williams, n.d.). To cater to the diverse needs of individuals, it is recommended that RTM should be in a position to provide multiple options for representation, engagement, and expression.
- Accommodation – To ensure accessibility for individuals with disabilities, RTM needs to include accommodations such as closed captions, transcripts, screen reader compatibility, and adjustable font sizes in learning materials (Williams, n.d.).
- Promote Inclusive Learning Environments – To cultivate an inclusive and respectful learning culture, it is recommended that RTM needs to promote inclusive learning environments (Williams, n.d.). This can be achieved by encouraging engagement, valuing diverse perspectives, and dealing with unconscious biases in the design of learning experiences throughout the organisation.
An assessment of how aspects of learning related theory, psychology, and neuroscience
influence approaches to the design of learning and development. (AC 3.1)
RTM needs to note that the design of its learning and development initiatives can be affected by various learning theories, psychological principles, and neuroscience findings. Thus, insights into effective learning and development design can be derived from the fields of learning theory, psychology, and neuroscience and incorporated into its learning and development need to enhance the engagement and success of its program. Several factors must be taken into account, including:
- Learning theories – The utilization of learning theories can provide valuable insights for determining appropriate learning methodologies and crafting effective learning experiences for RTM. For example, RTM needs to identify the most suitable and effective approach to imparting a new skill through the utilization of a practice-based learning methodology (Hayden, 2022d).
- Psychological principles – Psychological principles can be utilized to enhance the efficacy and engagement of learning activities. In the context of learner motivation, a range of strategies can be employed, including but not limited to goal establishment, feedback provision, and incentivization (Hayden, 2022d).
- Neuroscience findings – The field of neuroscience has yielded valuable insights into the mechanisms underlying learning processes and the potential avenues for enhancing them. In its application, RTM may employ neuroscientific strategies that facilitate profound comprehension. This includes utilising techniques such as spaced repetition and interleaving to enhance understanding.
- Cognitive Load Theory – The Cognitive Load Theory suggests that to enhance learning outcomes, instructional designers should ensure that the cognitive load is optimized. This can be achieved by presenting information in manageable chunks, effectively utilizing multimedia elements, and providing chances to engage in participation and reflection (Hayden, 2022d).
- Behaviourism – The principles of behaviourism can be utilized by integrating well-defined objectives, structured feedback, reinforcement mechanisms, and plenty of chances for practice and repetition (Hayden, 2022d).
- Constructivism – The educational strategy that applies constructivism in its learning techniques focuses on encouraging active learning through collaboration, problem-solving, and enhancement of learners’ autonomy. By utilising this approach, RTM can significantly enhance participants’ engagement and their willingness to develop unique knowledge paths and meanings (Hayden, 2022d).
- Neurosciences – The field of neuroscience suggests incorporating brain-based learning principles into educational practices. These principles include recognizing the influence of emotions on learning, emphasizing the significance of novelty and relevance in capturing attention and improving memory, and acknowledging the role of spaced repetition and retrieval practice in promoting long-term retention.
The design of learning and development initiatives that RTM intends to use can be informed by knowledge derived from various fields captured in different learning theories, psychology, and neuroscience (Hayden, 2022d). The utilization of learning theory can facilitate the identification of optimal methods for information presentation. The field of psychology can provide insight into the cognitive processes involved in learning, while neuroscience can offer an understanding of the neural mechanisms underlying the learning process. Through understanding the learning process, RTM can devise learning and developmental initiatives that are more efficacious. The utilization of learning theory, psychology, and neuroscience can be employed in the creation of learning and development activities.
- Active learning strategies. Active learning is a method of teaching that requires learners to actively participate in the learning process by interacting with the material through activities such as problem-solving and completing exercises. Research suggests that active learning is a more efficacious approach to learning when compared to passive learning methods, such as attending a lecture and listening passively (Hayden, 2022d).
- Providing feedback – The provision of feedback is a crucial aspect of the learning process as it enables learners to recognize their areas of proficiency and areas that require improvement, thereby enhancing their overall performance. Instructors, peers, and automated systems are potential sources of feedback (Hayden, 2022d).
- Diversifying the teaching approaches: It is widely acknowledged that learners exhibit distinct learning styles. Thus, RTM needs to enhance its ability to cater to diverse learning styles by implementing a wide range of learning activities.
- Creating a positive learning environment – Establishing a conducive learning atmosphere entail fostering an environment where learners experience a sense of ease and encouragement. The establishment of a conducive learning environment has the potential to enhance learner motivation and engagement (Hayden, 2022d).
A discussion of a range of learning and development delivery methods and how they can be
blended together to form an engaging and effective learning and development solution. (AC
To create compelling and efficient learning and development solutions, it is possible to combine a variety of delivery methods, such as:
- Instructor-Led Training (ILT)
It is a conventional form of classroom-style training that involves an instructor who facilitates the learning process. ILT offers a conducive environment for interaction, discussions, and prompt feedback (Gautam, 2019). In the realm of education and training, instructor-led training (ILT) is particularly efficacious in situations where a substantial number of learners must be imparted with a modest quantity of knowledge within a brief timeframe, with the primary advantage of this approach being the instructor’s expertise and teaching abilities (Gautam, 2019). One notable benefit of instructor-led training (ILT) is its inherent interactivity, whereby learners are allowed to pose inquiries and receive prompt feedback (Gautam, 2019).
- Virtual Instructor-Led Training (VILT)
It is a mode of instruction that is akin to ILT but is conducted in a virtual environment through the use of video conferencing tools. This mode of instruction enables remote participation and interactive sessions. Virtual classrooms facilitate the dissemination of educational content through the synchronous delivery of textual, audio-visual, and written materials (Gautam, 2019). The delivery of training sessions can be conducted remotely, allowing learners to participate from any location. This approach can result in substantial time and cost savings for RMT, as logistical and venue-related expenses are eliminated.
It utilizes digital platforms and online courses for self-paced learning experiences, multimedia resources, quizzes, and assessments. E-learning presents a viable alternative for RTM especially if it’s seeking to provide flexible learning opportunities within a condensed time frame to a global audience. This is achieved through the delivery of interactive and captivating training programs in various formats such as games, videos, HTML, quizzes, and other content (Gautam, 2019).
It involves the segmentation of learning materials into small, comprehensible modules that offer targeted and timely learning opportunities. Microlearning has gained popularity not only among on-the-go or field workers but also in office settings. Certain industries, such as oil and mining, may require employees to work in areas where internet connectivity is not available (Gautam, 2019).
It involves the integration of game-like features, such as leader boards, badges, points, and challenges, that boost engagement, motivation, and knowledge retention (Hayden, 2022c). The intrinsic nature of games renders them highly captivating and capable of substantially enhancing employee drive and involvement in training. Gamification offers prompt feedback and quantifiable advancement, enabling employees to monitor their progress and maintain their motivation (Hayden, 2022c).
- Blended learning
It is a method of teaching that involves the integration of various instructional delivery methods, including but not limited to instructor-led training (ILT), e-learning modules, and virtual discussions. This approach aims to provide learners with an in-depth and flexible learning experience. The implementation of a blended learning methodology is highly suitable for entities that possess multifaceted training needs and intricate learning goals (Gautam, 2019).
The design of ONE proposed learning and development solution which addresses and
combines identified learning and development objectives. (AC 3.3). This will include:
o Learning methods. o Engagement techniques o Impact measurement activities.
Proposed Learning and Development Solution that RTM can utilise.
To effectively target the learning and development objectives that have been identified, it is recommended that the following design be implemented:
- Learning Methods:
- Blended Learning Approach – it involves the integration of virtual instructor-led training (VILT) sessions with self-paced e-learning modules and microlearning resources (Gautam, 2019).
- Case Studies and Simulations – The integration of practical scenarios and interactive simulations can be utilized to enhance the development of problem-solving abilities and the application of knowledge.
- Engagement Techniques:
- Gamification Elements – One effective strategy for increasing engagement and motivation is the incorporation of gamification elements, such as leader boards, points, and badges, which simulate game-like features (Hayden, 2022c).
- Collaborative Projects – One effective strategy to promote interaction, peer learning, and collaboration among students is to assign collaborative projects or virtual team activities.
- Impact Measurement Activities
- Pre- and Post-Assessments: it entails administering assessments prior to and following the educational program to evaluate the extent of knowledge acquisition and skill enhancement.
- Feedback and Surveys – The collection of feedback from participants through surveys is a crucial step in assessing the efficacy of a learning program and pinpointing potential areas for enhancement.
RTM can create learning and development activities that are efficient, engaging, and in alignment with strategic objectives by taking legal, cultural, logistical, financial, and learner issues into consideration. To ensure equitable chances for all learners, inclusivity, and accessibility should be integrated into the design process. Organizations can design learning experiences that enhance knowledge acquisition and retention by drawing on theories of learning, psychology, and neuroscience. The suggested learning and development system intends to satisfy the defined objectives and maximize learner engagement and impact measurement by combining several delivery methods and including other suitable interactive components.
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