Workflow 6
Learning & Development
Career frameworks and training that survives contact with the calendar
Illustrative current-practice design
This is one worked example of how the process is commonly run, not a standard and not advice. Timings, thresholds and percentages are illustrative. Verify anything legally sensitive against local law and your own counsel.
Use it as a complete starting point, then adjust it for your company's strategy, culture, workforce, jurisdiction, collective agreements, technology, risk appetite and future-of-work direction.
Content last reviewed 28 July 2026.
Philosophy
Capability is built on the job and confirmed in the classroom, not the reverse. Every program has a named business outcome before it has a supplier.
Cadence
Annual needs analysis; quarterly delivery calendar; continuous compliance
The steps
- 01
Needs analysis
Annual, aligned to workforce plan
- Skill gaps from the workforce planning intake feed directly into the L&D plan
- Performance and calibration themes converted into capability priorities
- 02
Career frameworks
- Levels, competencies, and progression criteria published per job family
- Manager and employee use the same framework in performance and development conversations
- 03
Delivery
- Mandatory compliance via LMS with deadline tracking
- Manager capability program, prioritised over generic catalogue spend
- Development budget attached to IDPs coming out of talent review
- 04
Measurement
- Completion is hygiene, not evidence
- Behaviour change measured through manager and 360 feedback at the next cycle
Who does what (RACI)
| Step | Responsible | Accountable | Consulted | Informed |
|---|---|---|---|---|
| Curriculum design | L&D COE | CHRO | HRBP, BU Leaders | Managers |
| Attendance and completion | Manager | BU Leader | L&D | HR Ops |
| IDP funding | HRBP | BU Leader | Finance | Employee |
Future-of-work considerations
- Skills-based development paths alongside role-based curricula
- Learning in the flow of work, supported by AI assistance
- Verified capability rather than course completion as the record
- Manager capacity built into any development design