Learning and Development

What are learning and development budgets?

L&D budgets typically include program costs (content design, program delivery, and program operational costs), certification and higher education programs for employees, and salaries and expenses of employees.

McKinsey & Company is the trusted advisor and counselor to many of the world’s most influential businesses and institutions. Learning and development is one of their expertises and areas of study. 

According to McKinsey, L&D has five strategic roles in an organization.*


Attract and retain talent

Workers are now in charge of their personal and professional growth and development—one reason that people list “opportunities for learning and development” among the top criteria for joining an organization. Conversely, a lack of L&D is one of the key reasons people cite for leaving a company.


Develop people capabilities

Human capital requires ongoing investments in L&D to retain its value. Companies that make investments in the next generation of leaders are seeing an impressive return. Research indicates that companies in the top quartile of leadership outperform other organizations by nearly two times on earnings before interest, taxes, depreciation, and amortization


Create a values-based culture

As the workforce in many companies becomes increasingly virtual and globally dispersed, L&D can help to build a values-based culture and a sense of community. In particular, millennials are particularly interested in working for values-based, sustainable enterprises that contribute to the welfare of society. Tsedal Neeley – Harvard Business School


Build an employer brand

An organization’s brand is one of its most important assets and conveys a great deal about the company’s success in the market, financial strengths, position in the industry, and products and services. Investments in L&D can help to enhance company’s brand and boost its reputation as an “employer of choice.”


Motivate and engage employees

The most important way to engage employees is to provide them with opportunities to learn and develop new competencies. Research suggests that lifelong learning contributes to happiness. When highly engaged employees are challenged and given the skills to grow and develop within their chosen career path, they are more likely to be energized by new opportunities at work

*Source article from McKinsey & Company

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