The increasing focus on 'Learning' rather than 'Training', by definition blurs the boundaries of what is the role of the L&D Professional, vs. other HR roles such as:
- Organisational Effectiveness Consultants
- Business Partners ('Client Consultants)
- Diversity & Inclusion Consultants
- Talent Management Consultants
- Change Management Consultants
This raise the question, as to what is at the core of a L&D Consultancy Role (and hence what differentiates L&D from these other associated roles).
In recent discussions I have participated in, it was suggested that:
L&D Consultants need to be able to translate organisational performance & development needs into skills, knowledge and behaviours to be learnt by the individuals involved.
does this work for you ?
