Elandy Advisory

elandy advisory product - L&D Strategy

By linking your L&D initiatives directly to business objectives allows you to build a roadmap that can support the long-term goals and short-term requirements of your organisation.
The strategy itself is a structured approach that aligns employee growth with an organisation’s business goals and overall strategy.

With a well-planned L&D strategy employees are equipped with the right skills relevant to them and their organisation.
It will boost the employee experience, contribute to building out your organisation’s culture and reducing attrition.
Increased employee engagement, skills development and improving the adaptability to change are further benefits of a good L&D strategy.

Built out and implemented a L&D strategy for global training function in a global investment bank with 2,500 learners and led a team of 30 training consultants.
Created a L&D strategy for national learning programme to upskill 10,000 adoption practitioners in new government regulations across England.
Developed and implemented L&D strategy internally in a 'big four' consulting firm in the UK, implementing a new relationship based selling technique, which contributed to increased revenue of £2.5million per month to the UK consulting practice.

A Learning Needs Analysis (LNA) identifies the skills and knowledge gaps among employees to ensure they can perform their roles effectively.
It aligns learning solutions including training programmes with organisational goals to enhance overall performance and productivity.

Conducting a learning needs analysis is a crucial step in designing and delivering effective learning solutions.
It assesses current competencies (skills and knowledge) and identifies gaps in terms of the desired levels.
The LNA ensures the L&D strategy is aligned with organisational goals.
This strategic approach leads to enhanced performance, efficient use of resources, and a more engaged and capable workforce.

As part of organisational culture change developed and rolled out a LNA to understand requirements for change agents as part of information asset owner training in central UK government department
Led a LNA to fully understand the learning needs of employees at a new ombudsman organisation which informed the induction for the new teams and provided clarity around capability development.
Conducted a LNA across 4,000 NHS healthcare staff in preparation of the roll out of a new patient record system in 5 primary and acute care trusts.