Human ResourcesLearning and Development Leadership for HR Professionals
Moving from a training coordinator mindset to a strategic learning leader requires a different set of muscles: influencing executives, defending budgets and proving that development spend actually changes performance. Delegates work through real organisational scenarios to build an L&D operating model that ties directly to business strategy rather than sitting as a standalone HR activity. Special attention is given to the funding and skills gaps typical of growing African enterprises.
Course objectives
- Position learning and development as a driver of business strategy rather than a cost centre
- Build a skills matrix that identifies genuine capability gaps against future business needs
- Design a blended learning architecture combining formal, social and experiential methods
- Secure and defend an annual L&D budget in front of senior leadership
- Establish governance structures for an internal learning function
Who should attend
- Learning and development managers
- HR directors and heads of talent
- Training coordinators moving into leadership roles
- Organisational development specialists
- Heads of academies or corporate universities
Course outline
- 01From training function to strategic learning partner
- 02Skills gap analysis and future capability planning
- 03Designing a blended learning architecture
- 04Budgeting, procurement and vendor management for L&D
- 05Governance, policy and learning technology decisions
- 06Positioning learning outcomes in the boardroom
Scheduled sessions
| Dates | Venue | Format | Price | Register |
|---|---|---|---|---|
| 4 to 6 February 2027 | Cape Town, South Africa | Classroom | R11,995 per delegate | Register Now |
| 19 to 21 April 2027 | Lagos, Nigeria | Classroom | R11,995 per delegate | Register Now |
| 27 to 29 July 2027 | Durban, South Africa | Classroom | R11,995 per delegate | Register Now |