The HR Guide to Learning and Development

Globally, companies spend over $340 billion each year on employee learning and development — but the return on investment often falls short. But 43% of employees who received training found it ineffective, and 59% of employees reported they’ve never had formal workplace training at all.

This is a problem, since investing in an employee’s continued development is rated quite high by employees among reasons for taking a new job. But how else can entry-level employees move up the ladder without the opportunity to develop their skills and knowledge? How can you retain top talent without giving them a path for growth within your company?

The problem is that the way many organizations approach learning, development, and employee growth is outdated. The solution goes beyond improving the quality of the course content or adding new digital tools. It demands rethinking how we invest in people. This includes making development strategies more personal, more aligned with individual needs, and more effective in driving real results.

So, where do most learning and development strategies go wrong? What should you focus on to create a strategy that actually produces ROI? Let’s dive into the key components of building an effective learning and development strategy and how HR plays a pivotal role in making it all work.

What Is Learning and Development?

Learning and Development (L&D) is a process designed to help employees enhance their skills, knowledge, and competencies through targeted training programs. The end goal is to drive better organizational outcomes while fostering an environment where employees feel engaged and eager to grow.

The benefits of a strong learning and development framework are twofold:

1. It leads to a more capable and productive workforce
2. It helps improve employee retention

Offering opportunities and support for growth sends a clear message to employees that your organization is invested in their future. This encourages them to stay longer and thrive.

Key Terms

• Learning: The process of gaining new knowledge relevant to one’s career. Usually this includes academic activities such as classes, educational videos, or documentation. Employees absorb information that can later be applied to advance their skills or expertise in a particular field.
• Development: Activities designed to prepare an employee for future roles and promotions, often through mentoring and coaching. Development focuses more on long-term career growth than immediate skill acquisition.
• Training: Task-specific learning aimed at teaching employees the necessary skills or standard operating procedures (SOPs) to perform effective work. Training ensures that employees can carry out their duties correctly and efficiently.
• Onboarding: The initial process of acclimating new employees to the organization. This includes sharing with them how the company operates and how to access necessary resources. It is designed to integrate the new employee into their role, the company culture, and key processes.

What Is an L&D strategy?

An L&D strategy is a structured plan that aligns learning and development initiatives with the organization's goals. It equips employees with the skills and knowledge they need to contribute effectively. When done right, L&D goes beyond individual growth and strengthens the organization as a whole.

A strong L&D strategy creates a direct link between employee capabilities and business objectives. This way, every training initiative, coaching session, or educational program serves a purpose — whether that’s improving performance or preparing employees for leadership roles.

The strategy element is crucial. Without a deliberate approach, it’s easy to waste resources on disjointed training programs that don’t deliver results. This is why many companies dedicate entire teams to L&D strategy, execution, and maintenance. Ensuring that learning and development programs meet the needs of the workforce and provide a positive ROI for the company requires an ongoing effort.

Why Is Learning and Development Important?

L&D improves skills but also builds a stronger, more engaged workforce. While the benefits are numerous, here are four key reasons to invest in learning and development.

It’s a Big Incentive for Hiring

For many young professionals, career growth opportunities are non-negotiable when choosing a place to work. In fact, over one-third (35%) of individuals aged 18 to 34 rate "opportunities for career growth within the company" as their top priority when considering job offers. Companies that invest in L&D are much more likely to attract top talent in their industry because they offer a clear path for employees to develop and advance.

It’s Key to Recruitment and Employee Retention

It’s not enough just to hire the best. You also need to keep them engaged and committed to your organization. One of the leading causes of employee turnover is a lack of career development. According to a study by McKinsey, 41% of workers who left their jobs between April 2021 and April 2022 cited a lack of career development and advancement as the primary reason.

At the same time, a Glint survey from 2021 concluded that only 20% of employees believed they had the support and resources they needed to reach their career goals at their current job. That’s massive attrition waiting to happen.

Workforce attrition also happens when older employees retire and there aren’t enough skilled workers to take over their responsibilities. A strong L&D strategy mitigates this issue. Gradually upskilling employees prepares them for future roles and creates a talent pipeline to fill key positions as they open up. An L&D plan can also give employees the sense that their future within the company is secure, making them less likely to seek opportunities elsewhere.

It Improves Performance

Learning and development programs don’t just benefit employees — they directly improve organizational performance. By investing in their skills, you’re not only enhancing their abilities but also boosting their engagement and motivation. This often leads to improved performance metrics, as employees are better equipped to handle their roles and more committed to achieving success for themselves and the company.

HR’s Key Role in Learning and Development

While HR and L&D teams are distinct, HR plays a critical role in supporting and shaping learning and development initiatives. HR's unique position provides access to key resources and insights that are essential to any modern L&D program.

HR oversees many of the workflows and policies that directly impact learning and development, including employee engagement, performance improvement, internal mobility, and training/onboarding. Plus, HR manages a wealth of data related to employee skills, job positions, and KPIs. These are vital to creating an effective L&D strategy.

How HR Can Help With Learning and Development

Here are a few key ways HR should contribute to a successful learning and development strategy:

• Identifying Skills and Knowledge Gaps: By analyzing employee data and conducting assessments, HR can identify skills and knowledge gaps that can be addressed through training. Being proactive here ensures the workforce is always equipped with the necessary competencies as business needs evolve.
• Aligning L&D With Organizational Goals: HR should ensure that L&D initiatives are closely aligned with the organization’s broader goals. This is necessary for L&D efforts to have a tangible impact on company performance metrics and produce ROI.
• Creating a Culture of Continuous Learning: A thriving learning and development strategy goes beyond one-time training programs. Companies will succeed here by promoting self-directed learning and offering a variety of learning opportunities (formal courses, mentorship programs, online resources, etc.). HR plays a vital role in fostering a culture where employees are encouraged to take control of their professional growth, so they stay engaged and motivated to adapt to new challenges.
• Performance Management and Succession Planning: By identifying and tailoring development plans for future leaders, HR ensures the organization is prepared for future challenges and opportunities. This forward-thinking approach helps cultivate a strong leadership pipeline and boosts retention.

Methods for Learning and Development

Each approach to learning and development has its own strengths. Depending on the needs of your organization and employees, one may be more appropriate during a season than another. Here are some of the most effective types of L&D and how you might use them.

Formal Training or Learning

Formal training involves structured sessions where employees either listen to an instructor or practice skills under supervision. This method works best for well-established knowledge areas within a company or for employees preparing to move into a new role. This can include live classroom sessions, video lessons, workshops, or certification courses.

For example, imagine a customer service employee interested in transitioning to sales. They will probably first need formal training in using a CRM, the company’s sales process, and even some soft skills. Without this training, they could struggle when trying to close deals. In this case, on-the-job training would be impractical, expensive, and perhaps risky, making pre-transition training more safe and efficient.

Onboarding

Onboarding is a crucial aspect of L&D, focused on helping new hires acclimate to the company. Ideally, onboarding should be done in person (or at least be led by a real person) to foster a genuine connection and make employees feel welcomed. Onboarding often consists of:

• Touring the office (or some sort of “system tour” for remote onboarding)
• Providing access to key resources
• Introducing employees to their team members and managers
• Setting up mentor relationships
• Setting clear expectations for performance and behavior

Onboarding (including orientation) usually lasts a full day but can extend up to a week or more, depending on the complexity of the role or industry.

Job Shadowing

Job shadowing allows employees to observe a skilled colleague in action, reinforcing the lessons learned in formal training or introducing them to the nature of a new position.

Watching someone do their job well can be even more impactful than hours of training videos. This approach is particularly effective for interns or entry-level staff who need a deeper understanding of more complex tasks.

Cross-departmental shadowing is also a valuable tool to broaden employees’ understanding of how different roles contribute to the overall success of the company.

Mentorships

Mentorship programs are an integral part of a strong L&D strategy. Through mentorship, employees spend time observing or shadowing a more experienced colleague, which allows them to learn by example. However, mentoring goes beyond shadowing. The mentor should also apply their job knowledge to the employee’s specific needs and challenges in a positive teaching relationship. In addition to imparting skills, mentorship helps employees assimilate into the company culture, boosting engagement and performance.

Coaching

Coaching focuses on one-on-one feedback sessions between managers and employees. The aim is to improve performance and help employees overcome challenges by providing direction and tips for success. These sessions may be planned or spontaneous and can vary in length from just a few minutes to an hour for more in-depth discussions.

Coaching can be strategic (such as thinking through a complex problem) or performance-based (where managers offer specific guidance to correct behaviors or improve outcomes). For coaching to be effective, it must be tailored to the employee's actual behaviors and needs, offering actionable advice they can implement immediately.

Learning and Development Technology

As technology continues to evolve, so do the tools and methodologies that support learning and development. While there are several different ways to leverage tech in L&D, we’ll focus on two methods at the forefront of modern HR strategies. Both are designed to make L&D strategies more intelligent, personalized, and effective than ever before.

AI in L&D

Artificial intelligence (AI) has become a powerful tool in L&D, helping organizations streamline processes and make smarter, data-driven decisions. One of AI's most critical contributions to L&D is its ability to analyze vast amounts of employee data. This analysis allows HR teams to identify skills gaps and recommend personalized learning pathways for employees.

AI can also predict future learning needs based on current trends and employee performance outcomes. For instance, AI can suggest the type of training that would best prepare employees for future roles or help them adapt to new technologies.

What’s more, AI can automate routine tasks like:

• Scheduling training sessions
• Managing learning content
• Tracking employee progress

But perhaps one of the most exciting prospects is AI's potential to identify challenges within the L&D process and propose unique solutions. Whether it’s finding better ways to engage employees or offering insights on how to make learning more accessible, AI is poised to revolutionize how we approach workforce development.

Key Integrations for L&D

To fully harness the power of learning and development, your organization will need to integrate multiple data sources. By pulling information from various systems, HR can develop a more comprehensive, intelligent L&D strategy that aligns with both employee needs and organizational goals. Consider some areas where key data and resources may be useful:

• HCM (Human Capital Management): Start by tapping into your HCM system to gather employee data such as skills assessments, career frameworks, performance reviews, and role progression. This data provides the foundation for understanding development needs and how employees are progressing in their careers.
• ERP (Enterprise Resource Planning): Use your ERP system to assess your company’s resources and financial goals. Understanding what resources you lack and aligning this with business objectives allows you to determine which skills are most valuable to your future success. Integrating your HCM and ERP systems is one of the most powerful things you can do for your organization.
• Project Management Software: Project management tools help identify the skills needed for different projects, highlighting gaps in your workforce. For example, in construction, you can track which trades (like welding or electrical work), are in high demand and offer the best ROI. You can then create tailored training programs to develop those skills and build stronger teams, focusing on employees who show interest in growing in those areas.

Combining data from these systems allows HR to generate reports to gain better insights into workforce development. Integrations like this also help identify potential risks, such as employees nearing retirement or those considering leaving the company. It’s crucial to understand which skills will be lost in these scenarios and their associated costs. This allows HR to proactively address these gaps through L&D initiatives.

How To Create a Learning and Development Strategy

Building an effective L&D strategy requires thoughtful planning and assembling the right team. Here’s an 8-step process to your own intelligent L&D plan.

1. Define and Hire for Key Roles

To make your investment in learning and development worthwhile, it can’t be a manager’s side project. You need to set up a strong team dedicated to L&D within your organization. Whether that means forming a new team or expanding an existing one, it’s essential to hire people with diverse perspectives and skills, such as:

• Strategy Developers: These individuals use data to align L&D goals with the organization’s objectives. They analyze performance data, identify skills gaps, and create processes to address these gaps, ensuring that L&D efforts are efficient and yield a positive ROI.
• E-Learning Specialists: With the rise of remote and hybrid work, e-learning specialists are more important than ever. They design and implement digital learning solutions andensure remote training is engaging and accessible to employees, regardless of their location.
• Trainers: Trainers administer the L&D content. They deliver structured, in-person learning experiences, often in formal settings like classrooms, workshops, or hands-on training, often using a standardized curriculum. The trainers you choose must demonstrate mastery of the skills they teach.
• Managers: While not directly on the L&D team, managers and supervisors oversee the day-to-day implementation of learning and development programs for their teams. They track employee performance, schedule training, and conduct one-on-one coaching sessions to ensure employees have the resources they need to grow.
• Mentors: Mentors are experienced employees who voluntarily guide others, offering informal teaching and support. Selected based on their accountability, behavior, and teaching ability, mentors model good performance and help newer employees grow in their roles. When choosing someone for a mentor program, look for an employee who represents the ideal behavior and performance according to company standards.

2. Research Business Needs First

A strong learning and development strategy is always rooted in the needs of the business. Before diving into training initiatives, take a step back and evaluate the bigger picture. What does your organization need to achieve through L&D? What gaps can be filled by investing in better training, learning opportunities, and employee development?

• Start by identifying functionalities you’d like to improve in your organization (that you would like to have). For example, are there certain processes that are inefficient? Has customer feedback illuminated any shortcomings?
• Then, look at the specific roles and departments that are essential to meeting business objectives. Do they exhibit frequent turnover or include critical roles that are consistently hard to fill? Which positions may be at risk due to upcoming retirements or other forms of attrition? Identify the skills crucial to these areas, and how they compare to the current skills of employees in adjacent teams.
• Finally, do a thorough analysis of your current workforce. Focus on the skills that are missing or underdeveloped in certain employees, and target them for development. Consider current skill sets and any areas where team members have expressed interest in growing. You can then focus your L&D strategy to better address everyone’s goals.

3. Understand Technology Requirements

To build a modern and effective L&D strategy, you need the right technology. First, take inventory of your organization’s current capabilities. If you don’t already have a system in place for generating detailed reports on employee performance, skills, and learning outcomes, that should be a priority. These insights are crucial for identifying areas where L&D can make the most impact.

Beyond analytics, you’ll also need a robust system for managing and distributing learning resources. This could be an LMS (Learning Management System) or another platform that hosts training modules and educational content. The solution should be flexible, accessible, and easily configurable to meet the unique needs of your organization.

The learning system should also be deeply integrated with your HCM platform. Connecting L&D efforts directly to employee data allows for a more cohesive strategy.

4. Learn How Employees Learn

Understanding employee learning styles should be a fundamental part of your learning and development strategy. The best way to gather this information is through structured discussions (between employees and managers) and surveys.

• Discussions: When talking with managers, employees can express their career aspirations and interests and how they would like to consume new learning content. Ask them where they envision themselves in a few years and what career paths they are interested in exploring. Once these goals are documented, they can be mapped out on a custom career path, which should be integrated into your HCM system under the employee profile and L&D center.
• Surveys: Quizzes are helpful for understanding the learning style of each employee (visual, auditory, reading/writing, or kinesthetic). This information can help you design a learning plan that most suits their needs, making it more likely they’ll retain the content. For instance, if you have an employee who is a visual learner, video content may suffice. However, a kinesthetic learner will likely benefit more from hands-on training sessions.

This approach boosts engagement, knowledge retention, and morale. Employees who feel that their unique needs and aspirations are valued are more likely to stay engaged and committed to the organization.

5. Connect the Dots

Now, use your insights from data, reporting, conversations, and surveys to align your L&D initiatives with both employee and organizational goals. Striking a balance between immediate employee needs and long-term business objectives is key to achieving ROI. A good rule of thumb is to think of employees as the short game and the organization as the long game:

• Short Game: Employees, especially at lower levels, typically have less authority and fewer resources to take risks. As such, they tend to be more focused on short-term goals by necessity. Offering L&D opportunities that provide quick wins (such as certifications, workshops, or promotions) can keep them motivated and engaged in the short term.
• Long Game: By nature, organizations must think strategically about the long term. Managers and HR professionals have more resources and investment in the company to make calculated decisions. They need to focus on supporting long-term goals, such as planning for leadership transitions, preparing for retirements, and meeting revenue targets.

Learning and development should help employees grow individually while contributing to the company’s broader objectives. However, people don’t always follow their expected career paths, and flexibility is crucial in any L&D strategy. Continuously assess both employee progress and organizational needs, and adjust as necessary.

6. State Goals and Define Success

To achieve a realized ROI with your L&D strategy, you need to define what a good return looks like. Clearly defined goals that are measurable and time-bound are the best way to track the desired results of  these initiatives.

Start by setting specific, empirical goals that align with your business needs. For example, if one of your objectives is to grow the sales team, a measurable goal might be “Promote 10 more people to the sales team through L&D programs.” The clarity of this goal allows everyone involved to understand when the program has been successful.

Next, make your goals time-bound to create a sense of urgency and structure. For instance, you could set a timeline such as “Promote 10 more people to the sales team through L&D programs by the end of next year.” Of course, be sure to make your timelines realistic based on trends.

Once your primary goals are established, you can also define secondary metrics that tie back to ROI. For example, you might say, “By growing the sales team by 10 next year, we want to achieve a 20% increase in sales and a 10% increase in revenue.” These additional metrics help clarify the broader impact of your L&D strategy, solidifying what a desirable ROI should look like.

By clearly stating your goals and defining success upfront, you can create a roadmap that helps everyone work towards the same objectives.

7. Document a Plan and Execute

Once you’ve developed your L&D strategy, the next step is to create a polished, comprehensive document that outlines the plan in detail. This document will serve as the blueprint for executing your L&D initiatives, and should be clear and accessible to everyone involved in the process.

Start by reviewing the strategy with key stakeholders and team members, incorporating their feedback into the final version. Make sure the goals you set are attainable and check to see if you’ve missed any secondary metrics. For instance, during review, you might realize that simply “Promoting 10 more people to the sales team” will not be enough to produce your desired ROI, per se. You may also need to define the skills and competencies those new sales reps need to demonstrate before they join the team (in order to hit their sales/revenue targets). In turn, that influences how you structure your L&D program to train and educate those employees.

Hold multiple feedback meetings to ensure that everyone on the L&D team has a chance to weigh in. Clear communication and accessibility will ensure that your team knows what’s expected and can execute the plan smoothly.

Then, it’s time to put the plan into action — start implementing your L&D programs and monitor progress as you go.

8. Open the Floor for Feedback

As your strategy unfolds, seek feedback from everyone benefitting from your learning and development initiatives. Employees can provide valuable insights into how well the training, mentoring, and development programs are working for them. Are the materials engaging and relevant? Is the mentoring process helping them achieve their goals? How well do these initiatives align with their career aspirations?

By opening the floor for feedback at every level, you can adjust your L&D efforts to better meet the needs of your workforce and generally improve the program.

Learning and Development Examples Across Industries

Here are a few ways modern organizations are staying competitive in the L&D space through effective strategies.

[Technology] Google: Peer-to-Peer Learning Through the g2g Program

Google's "Google-to-Google" (g2g) program is a peer-to-peer learning initiative that has become central to its learning culture. With 80% of tracked training delivered through this network, over 6,000 employees now volunteer as instructors, sharing expertise in areas like coding and leadership. The program fosters knowledge sharing across departments while allowing Google to track performance metrics, embedding continuous growth and innovation into daily work life.

[Manufacturing] Arkema: Collaborative Learning Through a Learning Experience Platform

Arkema, a global chemicals leader, transformed its L&D by partnering with 360Learning to implement a Learning Experience Platform (LXP). This collaborative platform allows employees to create, share, and consume content in multiple languages, significantly expanding Arkema's learner base and increasing engagement across regions. The LXP has made training more accessible while fostering a culture of knowledge sharing and continuous improvement. This approach is essential for training in an industry with rapidly disseminating specialized knowledge which needs to be shared across the globe.

[Professional Services] Boston Consulting Group (BCG): Continuous Adaptability in Learning

Boston Consulting Group (BCG) emphasizes continuous improvement and adaptability in its learning and development strategy. Their L&D program fosters collaboration, where employees from diverse backgrounds share ideas and best practices. To ensure successful programs, BCG continuously gathers feedback to refine training as well. The company also promotes organizational flexibility, allowing employees to explore different roles and align learning with their career aspirations. This approach fosters continuous learning and professional growth.

Learning and Development ROI

Understanding the return on investment (ROI) for learning and development initiatives is crucial for demonstrating the value of these programs to your organization. The key to calculating L&D ROI lies in understanding Human Capital ROI (HCROI), a metric that quantifies how HR initiatives like L&D impact the organization's bottom line.

Here’s a simplified formula to calculate L&D ROI:

(Gain from Learning − Cost of Learning) / Cost of Learning x 100 = L&D ROI

Unlike other initiatives that generate direct revenue, the “gain” from L&D comes from the value that employees contribute back to the organization (after they’ve gained new skills or knowledge). This can take many forms, all of which can be measured in some way:

• Time Savings: Employees who are better trained can complete tasks more efficiently, saving valuable time across the organization.
• Savings in Recruiting Costs: Promoting internally trained employees into higher positions reduces the need for external hires and lowers overall recruitment expenses.
• Higher Productivity: Skilled employees are often more productive, generating higher output or more innovative solutions.
• Reduced Hiring Costs: With more cross-trained employees, your organization can be more flexible with shifts and workloads, reducing the need for additional hires to cover specific tasks.

To maximize your L&D ROI, learning needs to be easily accessible. Employees won’t take advantage of learning opportunities that are difficult to access. This severely limits the ROI potential of any L&D strategy.

That’s why it’s so important to lower the barrier to entry. If possible, schedule L&D opportunities ahead of time and don’t require employees to ask their managers before they opt in. Employees should also be clear on how to participate, so it’s a good idea to cover the process during onboarding.

TIP: Make sure your L&D interface (the software you use to manage all learning and career-path content) is user-friendly. Outdated software won’t help you here.

How Criterion Improves Your L&D Strategy

Criterion’s platform streamlines the entire employee journey — from recruiting to hiring to onboarding to ongoing learning, development, training and beyond. Employees start their growth process the moment they log in on day one, gaining a strong first impression of your company. At Criterion, we call this immersive onboarding.

Here are just a few ways you can amplify your L&D strategy with Criterion:

• Customize Training and Onboarding Workflows: Criterion enables managers to personalize L&D workflows for their teams, tailoring opportunities to individual needs.
• Connect Career Frameworks to Learning Objectives: Employees can link career frameworks to learning objectives, tracking progress toward their goals while aligning development plans with their career aspirations.
• Make Training Accessible With a Built-in LMS: Criterion’s learning management functionality centralizes all training modules in one user-friendly interface. You can even configure automatic course assignments based on roles or groups. For example, you can set up a workflow to automatically assign required training to all new employees. This simplifies access and makes it easier for employees to participate.
• Unify Your HR Data: All L&D functions, (learning management, talent engagement, employee data, position management, etc.), are built on a single database. This provides HR leaders with comprehensive insights into workforce capabilities and organizational needs.
• Integrate Your Systems for More Insight: Criterion’s open API allows integration with any third-party tools — even custom, in-house solutions. These integrations offer deeper insights through custom reports while reducing administrative burdens.

With these features, Criterion makes HR processes smoother and more efficient, empowering HR teams to meet the challenges of the future.

The Future of Learning and Development

The landscape of L&D is evolving rapidly, driven by advances in technology, shifts in the workforce, and changing expectations. To stay competitive, organizations must adapt their learning and development strategies to meet these new expectations. Here are a few L&D trends we believe will become more relevant in the near future.

Higher Demand for Engagement

Gone are the days when simple videos or in-person sessions were enough to train employees effectively. Today, we are competing with a highly engaging wave of media — streaming services, interactive content, and social media. This sets the bar for engagement much higher than ever before. Today’s employees (particularly younger generations) expect training content to be just as engaging and immersive as the media they consume outside of work.

Investing in high-quality, interactive, and engaging learning experiences will help retain the attention of employees. This shift will also help drive a higher return on investment. When employees are actively engaged in the learning process, they are more likely to retain and apply what they learn, leading to better performance and outcomes for the organization.

Remote Learning as the Norm

Remote work is here to stay. According to a study from Upwork, 22% of the American workforce will be remote by 2025, representing an 87% increase, even since the pandemic​. As remote work continues to grow, so does the need for effective remote learning solutions.

Engagement remains a significant challenge for remote teams, but with the right tools and strategies, organizations can overcome these hurdles. Asynchronous learning, which allows employees to access training content on their own schedule, is particularly effective for remote teams. It provides the flexibility that remote workers need while ensuring they can still engage with the material at their own pace.

Many companies are also establishing virtual forums and channels for knowledge sharing. These platforms allow employees (remote or in-office) to ask questions, trade insights, and collaborate with their peers in real-time (or asynchronously), creating a more interactive and connected learning environment that’s baked into the culture.

More Personalization

Personalization is no longer a luxury — it’s now a necessity. As e-learning content grows more sophisticated, organizations are recognizing the value of tailoring learning experiences to meet individual needs and career goals. Personalized learning not only improves engagement but also increases the likelihood that employees will apply what they’ve learned.

Blind learning initiatives that aren’t personalized are more likely to fail because they don’t resonate with the learner's personal or professional goals.

In a workplace context, personalized learning means connecting training opportunities directly to an employee’s career goals. This approach aligns learning with the skills and competencies employees are eager to develop, making it more relevant and impactful.

Final Thoughts

Successful HR teams rely on learning and development to achieve their goals — because a good L&D strategy makes it easier to attract, retain, and engage top talent in any industry. People want to work for companies that genuinely invest in their growth, and this investment pays dividends in the form of a more loyal and capable workforce.

However, simply pouring money into L&D initiatives won’t guarantee success. Effective impact comes from carefully crafted strategies that are managed by real people who understand how to create meaningful learning experiences on a personal level.

This is where the unique value of HR comes into play — delivering the human touch at scale. As organizations grow, so does the complexity of managing individual development. Criterion's HCM platform is designed to streamline your process and increase visibility, enabling HR teams to deliver personalized, engaging L&D programs that truly resonate with employees.

By leveraging Criterion’s capabilities, you can ensure your learning and development strategy isn’t just a check-the-box exercise but a driving force for growth and retention. Book a demo today to discover how Criterion can enhance your L&D strategy.