Learning & Development as Business Partner

Course Overview

L&D can be a powerful strategic function making a major contribution to an organisation's growth and success. To fulfil this role it is crucial that L&D practitioners develop business partnering skills and gain credibility and acceptance with other senior managers operating at strategic levels within the business.

To be successful the L&D team must be able to establish, manage and evaluate a costeffective, value-adding service suitable for meeting business needs. And to be effective performers L&D specialists must be holistic in their approach and integrate their own practices alongside other business policies and practices in the organisation.

Audience

L&D practitioners responsible for the strategic provision of learning and development to their organisation. Outsourced and/or externally-based consultants who want to learn the skills and knowledge required to operate as a business partner.

Skills Gained

By the end of the course, you will be able to:

• explain the role of 'business partner' and the potential contribution to an organisation
• position L&D in relation to the strategy of an organisation
• adopt strategic working practices
• contribute to the development of L&D strategy and policy
• select appropriate ways of implementing L&D processes and practices
• take account of a range of contractual issues including internal versus external provision and service level agreements.

Course Outline

The role of business partner

• developing the ability to think strategically
• how to integrate L&D policies and practices with
• other business practices
• working with others at all organisation levels
• within the business
• providing added-value from the L&D perspective

The contribution of L&D to the business

• conducting an external analysis of the business
• assessing internal capabilities
• current challenges facing organisations and
• learning and development implications
• aligning your L&D strategy with business goals
• integrating your policies vertically and
• horizontally within the organisation's wider HR
• and business policies
• Setting and evaluating performance
• standards
• the value of needs analysis at all levels
• the importance of setting performance standards
• sources of information available
  

Policy and strategy issues

• the purpose and content of L&D policy
• alternative ways to communicate policy
• service level agreements
• contracts
• procedures
  

Strategies for implementing L&D policy

• the advantages and disadvantages of outsourcing
• internal versus external provision
• shared services
• cost centre versus profit.

Learning & Development as Business Partner / TRALDBP