L&D employee's responsibility
An employee must take single-handed responsibility of his/her learning and development agenda. The initiative must come from him/her only. This is an essential requirement to create the necessary buy-in from the employee. The organization must be the facilitator, but the employee must start on his/her own.
While Learning & Development is part of the performance management process, it is not a part of performance Rating. Though it is the main vehicle to achieve performance, it is not performance in itself. The Organization is looking at L&D to reflect in the better performance as well as execution capabilities. Therefore while organization provides the processes, support and resources to enable an employee to design, track and fulfill his/her L&D, the whole L&D dimension is the employee's sole responsibility. An employee has to take single-point accountability for his/her learning & development and should take initiative to reach out to all possible stake-holders for the same. If the organization feels that there are critical elements which can make or break the performance, some of the learning & development goals can be placed in the goal-sheet. However, the learning & development plan will be managed by the employee & supported by the organization, whereas the other two components of performance management (goals & leadership) are the mutual responsibility of organization & employee. HR plays the critical role of facilitator in this initiative to achieve performance excellence.