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When do learning and development activities need to be carried out?

Frequenty Asked Questions

When do learning and development activities need to be carried out?

Ideally, learning and development should be seen as a continuous activity which is fundamental to achieving continual improvement of individuals and organisations. On a practical level however, the need to train and develop employees is usually triggered by one of the following scenarios:

Employees are new to the organisation and require induction and socialisation. This is sometimes referred to as the “on-boarding process” whereby new recruits become familiar with the organisations cultural norms, expectations, rules and procedures.

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  • Employees changing job roles (e.g. promotions, transfers or secondments) which require different skills, knowledge and abilities to carry out the new job related tasks.
  • A change in organisational strategy which dictates the need for new training and development initiatives to align staff skills, knowledge and experience with business goals.
  • As a result of changes to the workforce makeup such as changing demographics and workforce composition and recruitment initiatives which may have long term effects on learning and development needs.
  • As a result of new technology or changes in how work is organised to achieve results more efficiently.

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