Learning and Development as Business Partner is a Chartered Institute of Personnel and Development (CIPD) training course.
Learning and Development as Business Partner is recommended for learning and development practitioners responsible for the strategic provision of learning and development to their organisation as well as outsourced and/or externally-based consultants who want to learn the skills and knowledge required to operate as a business partner.
Course overview:
Learning and development can be a powerful strategic function making a major contribution to an organisation’s growth and success.
Learning and Development as Business Partner is a 1-day course designed to help learning and development practitioners develop business partnering skills and gain credibility and acceptance with other senior managers operating at strategic levels.
Learn how to be holistic in your approach and integrate your own practices alongside other business policies and practices in the organisation.
Course benefits:
By the end of the L&D as Business Partner 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.
PROGRAMME
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 Learning and Development 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
- advantages and disadvantages of outsourcing
- internal versus external provision
- shared services
- cost centre versus profit.
