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posted in HR consultancy, Human Resources, Uncategorized by

I was asked to facilitate one of the Strategy Group sessions on the challenges of delivering a global learning strategy. Over 30 people attended the session which centered on the results from our recent Global Edge (featured in the March edition of HR).

We discussed and debated the survey results and delegates shared their own views and experiences of delivering a global learning strategy inside their own organisations

It is clear that Global Growth is driving globalisation of L&D. But global growth is a big area and to ensure real focus in delivering a global learning strategy, the starting point is to establish exactly why YOUR organisation needs to deliver global L&D solutions. Is it and consistency of quality and standards, the need to build a global brand, improve networking and communication, or leverage talent, engage and develop employees on a global scale? All are important, but what is your key driver?

Our discussions then moved towards the need to prioritising our key challenges in delivering L&D globally. This can provide greater focus in terms of the areas we each need to think most about, and where we should be spending our time. There was general agreement that ensuring quality and consistency was one of the most difficult challenges as was sourcing providers with global capability and resources. There was a topical debate around the challenge of maintaining cost effectiveness too!

Finally, we moved to sharing of ideas and strategies for delivering learning and development on a global scale.

At Global Edge, our model for success (iLearn) draws together best practice under six key areas of activity: Innovate (creating leading edge tools and resources to increase accessibility and choice); Localise (integrating local L&D people into the design and delivery process); Engage (getting people on the ground connected with the programme); Align (aligning local learning activity to global framework and guidelines); Recruit (recruiting internal and external resource that have local credibility and capability); Network (using international network to research best practice in different markets)

Yes, we need to deliver learning solutions which are aligned globally but which can also be properly embedded and work locally. Above all, when delivering a global learning strategy we need to ‘think global and act local’.

HR Magazine.

29 Dec, 14

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