Learning and talent development: an overview
Resource summary
This factsheet was written by Jennifer Taylor, an independent consultant and researcher and Principal of Further Developments Ltd, and updated by CIPD staff in July 2010.
What is learning and talent development?
CIPD’s definition of learning is ‘a self-directed, work-based process leading to increased adaptive capacity’. Talent management processes aim to ensure that those who are identified with potential receive the right experience and learn the skills required to progress. Talent development implies a longer process of learning, acquiring skills or knowledge by different means such as training, coaching, formal and informal interventions, education or planned experience. It can be structured by human resource development (HRD) professionals, or created as a personal plan.
Why is learning and talent development important for organisations?
It is imperative for organisations competing in a rapidly changing world to have a continuous learning and talent approach. Employees need to be able to continue learning and adapting their capabilities. By looking ahead to define requirements and initiate effective learning interventions in good time, organisations can stay ahead of change.
Our annual Learning and talent developmentsurvey examines current practices and trends within learning and talent development and explores the issues affecting the profession now and in the future. It offers statistical data and commentary, allowing organisations to benchmark their own practices.
Login or register for a free account to continue reading this factsheet and to learn about:
- What is learning and talent development?
- Why is learning and talent development important for organisations?
- How to start
- Whose responsibility?
- Which methods to use?
- Evaluating learning
- Further reading