L&D employee's responsibility  

Learning and Development

Learning & Development along with leadership and goals forms the overall reference against which the performance management system should be desigend. An organization giving equal emphasis on all the three factors will accelerate its journey towards building long-term human capital


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.