Introduction to

Learning and
Development

Goal of Learning and Development

Organisations vary based on a large number of factors: size, structure, mission

and vision, strategy and culture to name a few. In order to understand the goal of
Learning and Development in your organisation, you need to be aware of all of
the above.

1. What is the size of your organisation?

Micro (1-9 employees)

Small (10-49 employees)

Medium (50-249 employees)

Large (250+ employees)

2. What is the structure of your organisation?

Functional (based on different functions within the organisation)

Geographical (structures based on national boundaries of the business)

Product-based (mirroring the various product and/or services offered)

Customer-market-based (based on the market the company services)

Matrix (project-based where employees are assigned to different project and

can move continuously based on the customers’ and business needs)

Introduction to Learning and Development - Udemy

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The mission, vision and strategy of a company can be very strong

influencing factors on how a business operates and how decision are
being made. In this sense, L&D needs to have a good understanding of
what those are and, therefore, provide support based on these.

1. What my organisation’s mission (why the company exists)?

2. What is my organisation’s vision (what the company will be like in the

future)?

3. What strategy (plan to get to the desired future ) is my organisation

adopting?

Introduction to Learning and Development - Udemy

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Reflect on your company’s mission, vision and strategy and think of ways you
can support their achievement through Learning and Development.

1. How can you support your company's mission through L&D?

2. How can you support your company's vision through L&D?

3. How can you support your company's strategy through L&D?

Introduction to Learning and Development - Udemy

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Influencing factors

Commonly, Learning and Development activities are influenced by a

number of factors.

External factors: Internal factors:

• Government policies and programmes
• Technological developments
• Social conditions (demographics and
norms)
• Competitor and stakeholder actions
• Organisational history and traditions
• Structure and culture
• Levels of management support
• Current performance and expected future
performance
• Other organisational policies

Span of control

Span of control, or “the number of individuals reporting to a supervisor”, can also be

an influencing factor. It is important to consider how a narrow or wide span on
control affect L&D.

Narrow Span of control Wide span of control

Tasks are complex
Employees are inexperienced
Tasks call for team effort
Many hierarchical levels
Communication bottlenecks created
Tasks are simple and well-defined
High experience levels in the subordinates’ pool
Individual contribution required
Flat organisation
Loss of control and coordination can occur

Learning and Development 101 - Udemy