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New Talent Management – Learning & Development

Build a stable, sustainable basis through learning and development

New Talent Management – Learning & Development

Companies' Learning and Development departments deal with a plethora of topics and challenges surrounding lifelong learning and professional development. Investments in this area are decisive not only for personal development; rather, they also directly influence employee loyalty and therefore the organisation's long-term competitiveness. This blog post explains three key points in learning and development and outlines potential actions.

The relevance of learning and development

Investment in learning and development is decisive for companies' long-term success. Continuing professional education for employees strengthens not only their careers, but also the competitiveness of the organisation as a whole. Targeted promotion of learning and development is indispensable to ensure the workforce's ability to adapt to constantly changing market requirements. Continuous skill development and acquisition of new knowledge make it possible for employees to develop innovative solutions, to master new technologies and to adapt flexibly to dynamic work environments.

A strategic direction in the field of learning and development also increases employees' loyalty and heightens their satisfaction. This has a positive effect on motivation and performance. The resulting increase in esteem therefore acts to counteract the skilled labour shortage. Companies that invest in further education can attract and retain talented employees, which is extremely important in an employment market where qualified personnel are in short supply. All in all, investment in learning and development promotes a culture of continuous learning that not only improves the success of each individual, but also assures the organisation's growth, innovation and future efficiency. 

The future of learning and development: Starting points for a successful structure

Skills gap analysis and staff development
Identify skills gaps to meet the increasing requirements in your company. The skills gap analysis reveals strengths and weaknesses by comparing the organisation's present level with the defined objectives. This makes it possible to create a specific plan with targeted talent management measures. Resources are thus used purposefully and efficiently. A dedicated strategy and clear direction will also let you stand out from the competition. Provision of in-house development and design of individual career paths help to reduce the turnover rate. Why look in vain for qualified candidates outside the company when potential exists in-house? 

Digital transformation and e-learning
Digital transformation and e-learning are decisive for learning and development because they support and promote flexible, customised and cost-effective learning. With platforms such as SAP SuccessFactors, businesses can create customised training plans that facilitate access to learning content and track employees' progress. Integration of artificial intelligence (AI) creates tailored learning pathways which draw on each individual from the start. The end user feels that they have been addressed directly and personally as a result of this customised composition. 

Learning culture and engagement
Promotion of a positive learning environment through values, visions and conduct is becoming increasingly important. Investigations prove that a positive working atmosphere is a decisive factor in the progress of learning within the company. A good learning environment and employees' engagement are key to learning and development, as they promote in-house interest and actively shape participation. A supportive learning environment, team-based learning activities, recognition of progress, regular feedback and inclusion of feedback and input into training programme design are decisive factors for increased loyalty, more effective learning and development initiatives and a culture of continuous learning. 

Specific recommendations

  1. Create transparency: Identify gaps in the development status, prioritise them and draw up targeted individual development plans. Tools such as SAP SuccessFactors' Talent Intelligent Hub, for example, can help with this.
  2. Continuous feedback: Create a culture in which transparent and constructive feedback are the norm. In the process ensure adjustments to the defined development stages, if necessary, for sustained adaptation to changing requirements.
  3. Digital learning platforms: Offer your employees a learning environment that is as flexible as possible and accessible from anywhere, at any time.
  4. Space and time: Give your employees the scope necessary to take care of their personal development, and trust them.

Summary and key messages

Investment and a strategic direction in the field of learning and development are essential for a successful and sustainable enterprise. Employees are the most important resource for an organisation's innovation, stability and marketability. This is why it is essential to support employees in the best way possible and to point out opportunities for development to them. This blog describes three approaches that have a positive effect on learning and development. These focus areas are not exhaustive and are intended to highlight possible starting points.

Look forward to the next blog

In the next blog, "Compensation and benefits – will pay transparency soon be history?", we look more closely at the subject of pay which, although it is not the only factor, is decisive for employees when considering whether to take or leave a job. The subject or remuneration is coming under intense discussion, especially at a time of qualified labour shortages and new talent management. We investigate how pay transparency should be perceived in view of this and the impact it can have on employee loyalty, talent management and the overall approach to safeguarding the qualified workforce.



  • KUHNLE, Helen. Skill-Gap-Analyse: Wie Sie den Skill Gap in Ihrem Unternehmen schließen können. In: Nachhaltiges Wachstum im Mittelstand: Ein Praxisleitfaden für Geschäftsführer: innen. Wiesbaden: Springer Fachmedien Wiesbaden, 2022. S. 135-142.
  • ALSABBAGH, Mouaz; KHALIL, A. H. A. The impact of organizational culture on organizational learning (an empirical study on the education sector in Damascus City). International Journal of Academic Research in Business and Social Sciences, 2017, 7. Jg., Nr. 4, S. 579-600.




Nives Stiefel

Nives has been interested in the subject of development and employee satisfaction since she completed her master's at ETH Zurich. For six years she has been helping businesses with digital transformation and devising HR strategies. She always adopts a solution-based approach to topics with her optimistic, pragmatic nature and is always delighted when she is able to please customers and accompany them on their personal journeys.

Published: 29. February 2024

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