Do you really need a L&D department?
If you have anyone dealing in 'Human Resources' in your organization that maintains' its officiated responsibilities, then you already have a Learning and Development department.
HR used to involve itself with the mountain of paperwork related to recruitment, workplace maintenance and payroll. The role of HR expanded over time and started including developing the human resource among its objectives.
From this cold universe, L&D was born to be the empathetic abstraction of the 'human' in Human Resources, as they began their journey with training, courses and workshops.
Fast forward to today, on one side, a large chunk of HR work is being sliced off to SaaS companies and administrators. And on the other, L&D is increasing its scope of influence and impact. L&D wrapped itself with internal communications, branding, people strategy, welfare, analytics, technology, engagement and other areas that were once never on the HR job sheet.
This long list will resemble what HR aspires to be. It won't be long before the cold moniker - 'Human Resources' evolve to its empathetic version. And this will germinate from today's champions of Learning & Development in your organisation.
Fast forward to today, on one side, a large chunk of HR work is being sliced off to SaaS companies and administrators. And on the other, L&D is increasing its scope of influence and impact. L&D wrapped itself with internal communications, branding, people strategy, welfare, analytics, technology, engagement and other areas that were once never on the HR job sheet.
This long list will resemble what HR aspires to be. It won't be long before the cold moniker - 'Human Resources' evolve to its empathetic version. And this will germinate from today's champions of Learning & Development in your organisation.
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