How is your Learning and Development CoE organized? Precisely, how many employees do you have in your company, and how many one learning expert covers in terms of training organization and delivery?
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Director of HRa month ago
We have one individual who leads our Learning and Development function, however, we count on an extensive virtual library for courses, certifications, and workshops. In addition, that individual has the support of several HRBPs and the Communication team during the delivery phase.Director of HRa month ago
We have 5 learning specialists for learner population of approximately 6500. We are organized around our specialties but everyone has to wear a few hats. We have a learning consultant that does needs analysis, design and facilitation, a learning experience designer that also facilitates as needed, a learning consultant that leads the facilitation & delivery of our live and virtual programming, a product manager that manages the "health" of our learning products and technologies and finally a learning operations consultant that supports the operations of our team and programs. We are onboarding supplier partners to help us scale as needed.Head Talent Development in Softwarea month ago
My team is slightly larger than what some of my peers have mentioned in earlier discussions, and we manage about 80% training needs in-house. We’re a 10-member team (including me) supporting a 5,500+ strong organization, with each member wearing multiple hats. In addition to handling leadership and behavioural sessions internally, here’s how our team is structured:Early Career/Freshers Training: 1
Leadership & Managerial Development: 3
Technical Training: 2
Instructional Designer: 1
Communication Skills/Language Coaching, Culture & Values: 1
Learning Executive: 1
Except for the Instructional Designer and Communication Coach, all other members also serve as learning partners assigned to specific SBUs and practices. They are responsible for needs analysis, content creation, and learning campaign management, upskilling initiatives, certifications etc. ensuring our training initiatives are closely aligned with business needs and people aspirations.
Director of HR in Insurance (except health)a month ago
Small company with roughly 300 employees. I have 1 Learning Experience Designer in HR who is responsible for more enterprise-wide type learning and development. Within the business there are 3 embedded learning and development roles responsible for more technical or departmental based learning and development. Those roles do not report into HR, but we work partner with them. We provide assistance with instructional design and overall learning systems and tools. The embedded roles are responsible for their own learning and development plans and execution.CLO & Director of People & Org Dev in Education20 days ago
Our team supports about 9,000 employees. We're 11 in total (plus 3 part-time interns who work about 10 hours per week):-1 Director
-6 Trainers (1 Leadership, 1 Tech & Systems, 2 Career Dev, 1 ID & Coaching, 1 Informal Learning)
-3 OD Consultants
-1 LMS / performance mgmt system support
-3 (40 hours total) part-time interns