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Learning & Development Strategies for a High-Performance Organisation

Driving organisational performance by aligning your L&D/Talent initiatives with your organisation’s top priorities and building a learning organisation.
Course Fee SGD1,995

Course Trainer

Andrew is a trainer, facilitator, coach and consultant with a focus on learning and talent development, leadership and engagement, and management development.

He has vast experience of working with highly successful and influential organisations across the globe. With a passion for helping people and organisations to learn, develop and achieve their strategic goals, Andrew has worked closely with senior management, HR and L&D teams in many large and medium sized organisations in the private, public, and third sectors.

His experience includes sectors such as Oil & Gas, Pharma and Healthcare, Financial Services, Manufacturing, Mining and Minerals, Legal, Energy, Telecommunications, Social Care, Defence and Education.

Testimonial

“Andrew is genuine, honest, experienced and a resourceful trainer. This course is outstanding as not many L&D training programs teaches you on L&D strategic alignments to business goals.”
“It was a great course with a great trainer, Andrew. Thank you for the knowledge shared these 2 days.”
“Clear and good language, exactly what I need.”

Course Introduction

Drawing on state-of-the-art research and latest thinking, the Learning & Development Strategies for a High-Performance Organisation course will help you to both identify and communicate the link between L&D/talent and sustained organisational performance – a powerful business case. It will also help you to identify the steps you and your colleagues need to take to ensure greater strategic alignment in the future. On the talent front, you’ll have an opportunity to explore how winning organisations manage their talent and develop a plan to take your organisation to the next level in terms of talent development.

Effective learning and development is one of the most important keys to sustained organisational success. You’ll learn how to go beyond “training” and create effective and relevant learning and development opportunities, even building a learning organisation.

You’ll learn to apply insights from neuroscience in order to make the learning more meaningful, relevant, engaging and participative. You’ll also explore how to help people transfer the learning from the learning event to the workplace. The full learning lifecycle will be explored, from learning needs analysis, to stateof- the-art design principles, to evaluating learning and demonstrating the value that it adds to the organisation. If you are have an interest in driving performance through learning and talent development, then this course is for you.

Learning objectives

  • Analyse and describe your organisation in strategic terms in order to align learning and development (L&D) and talent initiatives with the organisation’s strategy and direction.
  • Show awareness of important trends in L&D today which make learning more impactful and relevant to the business.
  • Manage the complex array of stakeholder relationships involved in implementing a learning and talent development strategy, thus aligning learning with the needs and priorities which line managers and senior managers are facing.
  • Develop a comprehensive talent strategy for your organisation that encompasses the whole talent lifecycle.
  • Enable your managers and HR professionals to use the 9 Box Grid more effectively with a deeper understanding of what “potential” means in your organisational context.
  • Take learning and talent development interventions closer to employees’ daily work by using the 70:20:10 principle, thus making L&D more relevant and engaging.
  • Perform a learning needs analysis and clearly define the relevant learning objectives.
  • Apply adult learning principles, accelerated learning techniques and insights from neuroscience when designing a learning event.
  • Use a range of quantitative and qualitative evaluation methods to calculate ROI of L&D interventions.

Content Highlights

  • PESTLE Analysis of the External Business Environment
  • Mintzberg’s 5Ps highlighting emergent strategy
  • Strategy cascading and alignment models
  • McKinsey’s 7S Framework for strategic change
  • Porter’s 5 Forces for analysing the competitive landscape
  • Mayo’s Model for building OD/L&D strategy
  • A strategic approach to learning needs analysis (LNA)
  • Latest research into key trends in L&D
  • Stakeholder management model
  • HR/L&D Strategic Working Model
  • The Partnership Working Model
  • 3 Step Strategy Alignment Process
  • The Talent Management Lifecycle
  • Key indicator of potential (for talent reviews)
  • The L&D Cycle / ADDIE model
  • Accelerated learning design principles based on neuroscience insights
  • Leaning technologies
  • Using Kirkpatrick’s evaluation model more effectively

Course Outline

  • Identify the various business and organisational drivers which lead to learning needs
  • Analyse marketplace trends and external factors that impact upon your business and have implications for L&D/Talent Management
  • Identify the role that learning and talent development plays in achieving business success
  • Identify sources of information about business strategy and direction which can be used to help align learning
  • Understand the types of strategic change needed in your organisation and the implications for L&D/Talent Management
  • Analyse the competitive landscape that your organisation faces, understand its strategic response and clarify the core competencies needed by the workforce in order to sustain success over the next 3-5 years
  • What businesses are doing to make L&D more aligned, impactful and relevant to their business
  • Individual, team, workplace issues that help or hinder learning and application
  • Partnering more effectively to align learning strategically
  • Stakeholder mapping
  • Identifying the priorities of key stakeholders
  • Getting the support you need to make learning successful
  • Managing the politics surrounding learning and talent development
  • Model for building HRD strategy (including L&D, and Talent development)
  • Aligning HR/L&D roles
  • Partnership working in a more strategic fashion
  • Key ingredients for aligning L&D with business strategy (integration with organisational mission and goals; top management support; environmental scanning; HRD plans and policies; line manager commitment and involvement; existence of complementary HRM activities; expanded trainer role; recognition of culture; an emphasis on evaluation
  • Responding to 21st century challenges facing our businesses: a vision for Learning and talent development

Clarify how your organisation defines (or should define) talent and whom talent management interventions should be aimed at

  • The processes in an organisation which form part of talent management
  • Identifying and recruiting talent
  • Attracting talent to the organisation
  • Minimising attrition through engagement and retention
  • Identifying key internal talent
  • Managing Talent Flows
  • Developing employees
  • Delivering performance
  • Implications for businesses today regarding War for Talent
  • Research in talent management and its importance to businesses today
  • Identifying the drivers for talent management in your organisation
  • Talent tools such as 9 Box Grid: the challenge of defining potential and facilitating meaningful talent decision-making
  • 70:20:10:taking talent development closer to the business
  • How attractive is your talent culture?
  • Key experiences to accelerate the development of leadership talent
  • Developing technical talent
  • The responsibility for learning
  • Defining learning
  • Understanding the learning process
  • Understanding the process from identifying learning needs through to delivering and evaluating L&D interventions
  • Identifying the learners: Background, experience, education level, culture, particular concerns etc
  • Clarifying the source and credibility of the learning need
  • Identifying the changes you want to see in terms of knowledge, skills or attitudes
  • How to craft learning objectives that are clear, specific and achievable
  • Defining how you will recognise success
  • Accelerated learning and designing for multi-sensory learning
  • Options for bringing the learning to life
  • Research by Malcolm Knowles and what this means in practice Insights from neuroscience
  • Implications of brain structure, neural network, our primitive nature, brain chemicals, visual dominance, and working memory
  • How the purpose of the learning affects the methods
  • Behaviourist, cognitivist, constructivist and social learning
  • Why evaluate?
  • Internal validation (single loop), are we doing the training right?
  • External validation (double loop), are we doing the right training? What outcomes are you interested in evaluating?
  • The ROI calculation
  • When and how ROI can be used
  • Limitations of ROI
  • Hard and soft measures / quantitative and qualitative
  • Relating to strategic priorities and KPIs
  • Not proof but evidence
  • Reactions, learning, behaviour change, business results
  • Exploring the options for better/more evaluation
  • Case study: flipping the Kirkpatrick model
  • Combining multiple methods and sources to demonstrate value and impact

Frequently Asked Questions

Have questions or need help? Please feel free to get In touch with us 🙂



There are no pre-requirements, and this course is suitable for participants who classify themselves at either “elementary” or “intermediate” or “advanced” levels.

You will get certificate of attendance from HRD Future. In order to get the certificate of attendance signed by the course trainer, you are requested to attend at least 90% of the course.

You can register online by filling the registration form on our website. Alternatively, you can also register by email or phone.

To register by e-mail, please send the delegates name, job title, email address, company name and telephone number to enquiry@hrd-future.com or alternatively you can email the scanned copy of the completed registration form.

For more information, please call +65 69807730

All our public events are conducted in English, unless otherwise stated. English subtitle are available for some of the online courses.

The registration fee includes admission to the events, exam and cert for certification courses.

For in-person course, a comprehensive set of documentation material in digital format or only printed format for some of the course distributed at the venue, lunches and 2 refreshment breaks for in-person classes. Hotel accommodation and travel costs are not included in the registration fee; however, we do have corporate rates with the hotel venue. Email to enquiry@hrd-future.com for more information.

There is no deadline for registration. However, for some courses, sometimes we do limit the number of delegates to ensure optimum course interaction. We advise you to register as early as possible in order to avoid disappointment and to allow adequate time for our administration process. for in-person class, if you need to register on the day itself (walk-in registration), then kindly contact our customer service department at +65 69807730.

Full payment must be received within seven (7) working days upon receipt of invoice or before the event date, whichever is earlier.  A LOU with company stamp is requested for those organizations that cannot make payment on time.

Payment Mode

(1) BANK TRANSFER (USD/SGD only)

  • Account Name: HRD Future Pte Ltd
  • Account Number: 695-207639-001
  • Beneficiary Bank: Oversea-Chinese Banking Corporation Limited
  • Beneficiary Bank Address: 65 Chulia Street OCBC Centre Singapore 049513
  • Swift Code: OCBCSGSG

For other currencies, we may provide you a different bank account depends on currencies. Email to enquiry@hrd-future.com for more information.

(2) CHEQUE

Please make all cheques payable to: HRD Future Pte. Ltd. (Appliable in Singapore Company only)     

(3) CREDIT CARD

We are using PayPal as the credit card payment gateway. This is the most secure way for credit card payment. There is an additional 4.4% + SGD0.5 credit card charges per transaction. A payment request email with payment link will send to you via HRD Future’s PayPay account if you choose this option.

Can I change the name/details of the delegate(s) after registration?

Yes, a name can be changed at no additional cost. Please email enquiry@hrd-future.com providing the details of the delegate(s) you wish to replace and the details of the replacement(s). This email should include:

  • Full names, titles and positions in company
  • Company name
  • Direct telephone (for any urgent purpose)
  • Delegate’s email address (for us to send the Pre-Course Reading Material and Questionnaire)

I have registered for an event but I can no longer attend, what is your cancellation policy?

Cancellation policy can always be found in the Terms & Conditions section of your registration form. Basically, cancellations can be made if it is submitted more than 30 days prior to the event.

For cancellations received less than 30 days prior to the event, you have several options:

  • You can send a replacement as we do substitution free of charge
  • If no one from your organisation can attend, formal written request for withdrawal is required and an acknowledgement sent out. If the request is done before a month of the commencement date, a credit voucher is issued to the organization to be used within 12 months of the date of issuance.

Can I get a copy of the delegate list prior to the event?

We do not disclose delegate list prior to the event taking place. A list of participants will be available at the event only.

Can I get a copy of the course materials prior to the event for self-study?

Yes for some of the courses. However since we always update course materials closer to the event date to ensure all data is most updated, we are only able to provide course materials approximately one week before the event dates. A full payment is requested in order to receive the course material in advance.

What is the dress code for the event?

Most of our delegates who attend our courses prefer to wear business/ smart casual clothing. No shorts please. You can also bring optional formal clothing for your personal dinner or networking functions.

Who should I inform about my dietary requirements?

We will email you the event details letter approximately two weeks before the day of the events. You can highlight any special dietary requirements by reply the email.

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