Developing a new L&D Operating Model with Human Capital Deloitte

During last year me, Linda Matson and my other colleagues at Deloitte Human Capital, worked together with a client to create a new Learning & Development (L&D) function. The client had identified L&D as a strategic priority within HR, aiming to transform into a learning organization that offers attractive opportunities for both on and off-the-job development.

The objective was to improve the structure of the current L&D function to enhance the learning and performance experience as well as decreasing talent shortages by offering learning opportunities across the whole organization.

In the rapidly changing environment where the client is operating, L&D is regarded as one of the strategic areas to safeguard a future-proof workforce. The new L&D function has the mandate to drive organization-wide development within strategic learning topics, to scale local learning initiatives by providing a group-wide platform that supports the business in its endeavors of providing efficient learning services. Through close collaboration with the client, we delivered the following:

• A new operating model for L&D including an updated L&D strategy outlining how the L&D function should be organized to be able to effectively meet the learning needs of the entire organization.
• A governance structure with fora laid out on a strategic, tactical, and operational level.
• New roles and responsibilities for each component of the L&D operating model.
• A process framework encompassing strategic and operational process descriptions to optimize the ways of working regarding learning demand and supply.
• An approach for ticket management as part of the implementation of a new ticketing solution and customer interface set-up.
• A blueprint for future academies to drive strategic learning topics.

In the later phase of the project, we also worked on the practical implementation of the components in the new operating model such as new roles, decision and alignment structures and practical customer interaction teams as well as adoption to new ways of working.

Do you need support in tackling future challenges in areas such as HR operating model, L&D structures, HR processes or other areas within both HR and organizational development? If so, we look forward to helping you initiate the journey and supporting you along the way.

Do not hesitate to reach out to me or Linda Matson if you have any questions or want to hear more.