ILP L&D Capability Framework for Career Growth and Upskilling

72% of organizations lack the resources to build a learning culture. And yet, the need for growth, development, and continuous learning has never been greater. We believe that has to change. Because learning shouldn’t feel disconnected from work. It shouldn’t be something employees only experience once a quarter, once a year, or when there’s finally time. The best organizations are building cultures where growth happens continuously. Through everyday conversations. Recognition. Coaching. Feedback. That’s why we partnered with the Association for Talent Development (ATD) on our new report: 🧡 Creating a Culture of Learning That Lasts 🧡 Inside the report: • The initiatives high-performing organizations are prioritizing • Why recognition is one of the most overlooked drivers of growth • How to turn performance reviews into meaningful development conversations • A practical framework you can start applying this quarter Because a culture of learning isn’t built through one big initiative. It’s built through small moments that happen every day. Download the report 👇 #HumanSuccess #LearningCulture #FutureOfWork #LearningAndDevelopment #ATD

CPD isn’t just about courses and qualifications - some of the most valuable learning happens through everyday experiences. Whether it’s mentoring, collaborating with colleagues, taking on new challenges or reflecting on what you’ve learned, small moments can have a big impact on your continuous prossional development ⭐ In this video, Sarah Maskell MBE RAF, David Hayden and Chizoma Okaro Chartered FCIPD share their thoughts on making CPD more intentional, practical and personal. CIPD members can log in to Learning Hub and record their CPD here: https://ow.ly/HtOS50Z3KzZ #CIPD #HR #CPD #Learning

Last week I attended my very first graduate seminar (PSY 8475: Learning & Development). My professor, Bethany J. Adams, MA, SHRM-SCP shared this nugget that stuck with me over the next couple of days at work: 1) we should start with a business problem, and 2) we should work backward to identify the learning problem that training can actually solve. This reframing got me thinking about the supervisor training courses my team has rolled out over the past five years and what they’ve produced. In reviewing our training history, I saw a mix of outcomes, some positive, some neutral, or even negative. Yet what stood out was a recurring pattern: our efforts weren’t anchored to a concrete business problem. We often designed training in isolation, focusing on what we could teach rather than what business metric we wanted to move. And in some cases, the challenges we faced extended beyond training. Factors like heavy workloads, inconsistent processes, and pay or incentive structures outside the unit can blunt or negate training gains. In short, training alone doesn’t fix problems rooted in external constraints or organizational context. This reflection has clarified two essential shifts I’d like to implement moving forward: Ground our work in business outcomes: explicitly tie every training initiative to a measurable business problem (e.g., turnover, quality of coaching affecting team performance, safety incident rate, or customer satisfaction), and define how training would plausibly influence that metric. Distinguish learning problems from performance constraints: identify when a gap is due to skills or knowledge (a learning problem) versus when it’s driven by process, workload, policy, or incentives (a performance problem that may require systemic changes beyond training). Sometimes our work in HR feels reactionary, which makes it hard to step back, align our actions with business needs, and pursue strategic, proactive solutions that move the organization forward. By stepping back, we can align our work with strategic goals and implement proactive, evidence-based interventions.  #VillanovaHRD #BusinessProblemsFirst #StrategicHR

Build Lasting Strategic Advantage with EFPA Certification & High‑Quality Assessments As Head of Training at Psytech UK, I’m often asked whether investing in EFPA Level 1 & 2 Certification in Occupational Assessment is really worth it. My answer is simple: yes — without hesitation. Because EFPA certification doesn’t just solve today’s challenges. It builds strategic advantage that compounds across your career and your organisation. EFPA training gives practitioners a deep, evidence‑based grounding in psychometrics — ensuring assessments are used ethically, accurately, and with genuine professional confidence. 🔹 Level 1 Certification → builds essential competence 🔹 Level 2 Certification → elevates you into a specialist who can design, interpret, and apply assessments strategically across the employee lifecycle When that expertise is paired with Psytech UK’s assessment suite, the long‑term impact is transformative: ✨ Better hiring decisions with reduced turnover ✨ Stronger talent pipelines built on objective insight ✨ Leadership development grounded in real behavioural data ✨ More confident, consistent decision‑making across HR and management ✨ A culture rooted in fairness, transparency, and evidence In a world where talent is everything, organisations that invest in robust assessment capability don’t just adapt — they lead. If you’d like to explore EFPA certification or discover how Psytech UK assessments can strengthen your recruitment, talent, or leadership strategy, feel free to reach out. info@psytech.co.uk/+44 1926 896931 Psytech International / UK #EFPA #Psychometrics #OccupationalAssessment #TalentStrategy #HRProfessionals #PeopleAnalytics #LeadershipDevelopment #TalentAcquisition #PsytechUK #LearningAndDevelopment #FutureOfWork #HRTraining #OrganisationalDevelopment #TalentManagement #AssessmentTools

30 years of TVRLS Celebrating 30 Years of Impact in HRD 🎉 For three decades, TVRLS has pioneered frameworks in Performance Management, Competency Mapping, Assessment & Development Centres, Psychometrics, HRD Audit, and Training Design. Thousands of HR leaders, managers, and consultants have been shaped by our programs — and now, we’re proud to announce our flagship certification series. 📌 Our Certification Programs Certified Strategic Performance Management Systems (SPMS) – Build robust PMS frameworks linking performance to pay, coaching, and HR subsystems. Certified Competency Mapping Professional – Master the RSBCM method and integrate competencies into PMS and appraisals. Certified Assessment & Development Centre Designer – Learn ADC design, simulation exercises, and assessor training from India’s originators. Certified Psychometric Testing Professional – Apply proprietary TVRLS instruments like the Personal Effectiveness Scale and RSDQ Model. Certified HRD Audit Professional – Evaluate HR systems with the trademarked HRD Audit 2500™ framework. Certified Training Program Designer – Design impactful training linked to organizational performance. 🎯 Why Choose TVRLS? Legacy: 30 years of pioneering HRD practices in India. Credibility: Trusted by leading organizations and institutions. Certification: Career-enhancing credentials, recognized across industries. Impact: Practical tools, proprietary frameworks, and transformation journeys. ✨ Join us in shaping the future of HRD. 📍 Explore our programs: 🔖 Share your achievement with a TVRLS Certificate on LinkedIn. #TVRLS30Years #PerformanceManagement #CompetencyMapping #AssessmentCenters #HRDCertification #LeadershipDevelopment

Getting the most out of your CPD doesn’t mean adding more to your to do list. It’s about recognising the learning that already happens every day. From conversations and mentoring to projects and reading, every experience can contribute to your growth ⭐ In this video, Sarah Maskell MBE RAF, David Hayden and Chizoma Okaro Chartered FCIPD share practical tips on how to make your CPD more meaningful through reflection, intention and taking ownership of your development. CIPD members can log in to Learning Hub and record their CPD here: https://ow.ly/owBg50YYjYr #CIPD #HR #CPD #Learning #Development

Chronicles of a CIPM Student – Day 7 Let’s have a conversation. How does your organisation handle transition? Structured or “figure it out as you go”? I have seen cases where people take over positions without the unit/department/company putting proper structures in place to ensure they understand the role fully, and I often ask myself - how does this ensure efficiency? The new person may know the job description, but I believe there are usually unwritten rules and peculiarities that only experience or proper handover can reveal. If an incumbent has to leave, there should be a deliberate system in place to transfer knowledge. The incoming person should be properly onboarded into the realities of that position, not just the title. Organisations ought to ensure smooth transition, continuity and understanding through proper succession planning. Otherwise, they will keep starting over instead of moving forward. So I’ll ask you again How does your organisation handle transitions? #CIPM #HR #SuccessionPlanning #WorkforcePlanning #BusinessContinuity #LearningJourney #BusinessStrategy

Build the confidence to handle disagreements with clarity and turn tense situations into productive outcomes. 💬Master practical techniques that help you respond calmly, communicate effectively, and resolve issues professionally. 📅 Date: 3 July 2026 (7th Run!) Learn more here: https://lnkd.in/gaQGjif Learn proven strategies to understand conflict triggers, manage emotions, and communicate with clarity in challenging situations. 🧠 Gain hands-on experience through role-plays and guided discussions to strengthen your conflict-resolution approach. 🤝 Develop the skills to transform difficult interactions into opportunities for better teamwork and stronger relationships. 🌟 #CorporateTraining #WorkplaceSkills View the HRM SKILLS Training Calendar for company-wide training for all employees in organisations Visit hrmskills.sg #hrm #skills

The concept of mentorship in the Australian workplace traces its roots back to the strict 'Master and Apprentice' system of the 19th century. While those early indentures were legally binding and often rigid, they established the foundational principle that P&C strategy must include a structured transfer of knowledge. As we move through 2026, we have evolved from 'mastery' to 'mentorship,' focusing on collaborative growth rather than top-down control. Effective leadership involves acknowledging this history by ensuring our modern programs are inclusive and focused on the 'whole person.' Positioning Catalyst Central as your trusted HR expert, we believe that understanding our past helps us design more meaningful, high-trust mentorship paths today. Strong leadership means protecting the 'right to learn' just as fiercely as our predecessors did in the early trade movements. How are you modernising the 'apprentice' mindset to suit a modern, hybrid office environment? #WorkplaceHistory #HRTrivia #P&CLeadership #AustralianHR #MentorshipEvolution

HR Professionals, Take the next step in your HR career with Morgan State University’s Morgan State University - Morgan State University - Morgan State University - Graves School of Business & Management School of Business & Management School of Business & Management SHRM Certification Prep+ Course, designed to help professionals successfully earn the SHRM-CP® or SHRM-SCP® credential. With expert instruction from Cheronn Collins, SHRM-SCP, SPHR, a seasoned SHRM certification prep instructor, this interactive online course strengthens both the technical knowledge and strategic leadership competencies required to excel on the SHRM exams and in today’s HR roles. SHRM certification continues to be recognized as a critical credential, with 92% of HR executives believing it will be essential for the future of the profession. Why enroll? • Learn from a certified instructor offering expert insights and personalized guidance • Build mastery of SHRM knowledge and behavioral competencies • Access the SHRM Certification Prep System with a customized study plan • Apply HR concepts to real-world scenarios using practice questions and interactive tools • Network with a diverse community of HR professionals in a supportive learning environment Course Dates: August 28 – Nov 20 Format: Interactive online sessions (via Zoom) Registration is now open and seats are limited. Register HERE https://lnkd.in/enVDFSmb Learn More at: shrm@morgan.edu | (443) 885-3799 Advance your expertise. Elevate your impact. Get SHRM certified. #SHRM #SHRMCP #SHRMSCP #HRCertification #ProfessionalDevelopment #MorganStateUniversity #HRLeadership