HR Suite’s Learning and Development Guide & 2025 Outlook

Learning and Development is one of the main responsibilities of any organisation’s HR department. The purpose of the Learning and development (L&D) function within any company is to foster employee growth and enhance their knowledge, skills, and abilities to improve overall business performance. This goes far beyond traditional training methods, encompassing a holistic strategy that supports:

• Talent acquisition
• Employee development
• Organisational performance
• Workforce adaptability

According to a LinkedIn Workplace Learning Report, 81% of leaders surveyed agreed that L&D departments are helping to build a more people-centric culture.

The Evolution of Learning and Development

Over the past decade or so, the whole area of Learning and Development has undergone a transformative shift, largely driven initially by technological advances and changing employee demographics and outlooks – and accelerated by the global pandemic. 

In the early 2010s, most organisations viewed L&D as a compliance-driven, cost-center activity. Training was typically:

• Standardized and one-size-fits-all
• Primarily conducted through in-person workshops
• Focused on technical skill development
• Measured by completion rates rather than impact

In the years since then, what was once a relatively straightforward training function focused on productivity, has evolved into a muti-faceted function covering things like:

• Talent acquisition and recruitment
• Employee retention and engagement
• organisational culture development
• Strategic workforce planning
• Leadership development
• Change management

The COVID-19 pandemic became a catalyst for reimagining workplace learning, forcing organisations to rapidly adopt digital learning platforms, remote training methodologies, and more flexible development approach.

Challenges in Learning and Development

Naturally, the shifting nature of Learning & Development, brings with it many challenges. Some of the many challenges facing L&D include:

• an ever-evolving workplace of hybrid working patterns
• training & developing multi generations in the workplace
• supporting change at wider organisational level 

Navigating Hybrid Work Environments

The post-pandemic workplace has fundamentally redefined how, when, and where work happens. According to a 2024 CIPD report, 40% of organisations in Ireland had over half of the workforce working in a flexible/hybrid manner. Businesses have recently had to adapt their learning and development strategies to incorporate online courses, in person training, mentorships and more. With many companies now potentially transitioning back to in-office work, the challenge lies in balancing collaborative environments with personal focus time. 

Additionally, L&D teams must now design learning experiences that:

• Bridge Physical and Digital Divides – by:
  • Ensuring consistent learning experiences across remote and in-office teams
  • Developing technologies that support seamless collaborative learning
  • Creating inclusive environments that don’t disadvantage remote workers
• Balance Collaboration and Personal Focus Time – by:
  • Redesigning training to support both collaborative and independent learning
  • Training managers to handle remote working requests sensitively
  • Creating flexible learning platforms that accommodate different work styles
• Utilise Technology Integration – by:
  • Implementing robust digital learning platforms
  • Ensuring cybersecurity in distributed learning environments
  • Providing equitable technology access for all employees

Multi-Generational Workforce Development

The modern workplace brings together employees from multiple generations, each with distinct professional backgrounds and experiences. While Baby Boomers, Gen X, Millennials, and Gen Z now coexist in professional environments, their approaches to work, communication, and career development can differ significantly. Understanding these generational differences is crucial for organisations seeking to create effective learning and development strategies that engage and support all employees. 

L&D teams must now design learning experiences that:

• Accommodate diverse learning preferences: Each generation brings unique learning characteristics:
  • Baby Boomers tend to prefer structured, hierarchical learning approaches
  • Generation X typically value practical, self-directed learning
  • Millennials often seek interactive, technology-enabled experiences
  • Generation Z will often prefer personalized, on-demand learning content
• Address communication and collaboration challenges: L&D must bridge generational communication gaps by:
  • Developing training that respects different communication styles
  • Creating inclusive learning environments
  • Facilitating cross-generational knowledge transfer
  • Addressing potential generational bias and stereotypes

Supporting Wider organisational Change

Structural shifts, technological disruptions, market fluctuations, and evolving strategic priorities mean that businesses must develop exceptional adaptability to remain competitive. 

Learning and Development plays a critical role in this context, serving as the primary mechanism for building organisational resilience, supporting workforce transitions, and maintaining employee engagement during periods of significant transformation. L&D is essentially responsible for the development of people, softer skills and agile workforces 

L&D teams can support wider organisational change by:

• Incorporating adaptive learning strategies – organisations require flexible development approaches that:
  • Rapidly respond to technological and market changes
  • Support continuous reskilling and upskilling
  • Minimize disruption during organisational transitions
• Focusing on change management integrations – L&D plays a critical role in:
  • Designing training programs that support organisational restructuring
  • Developing leadership capabilities for managing change
  • Creating resilient, adaptable workforce cultures
  • Maintaining employee engagement during challenging transitions

Benefits of Learning & Development For Organisations

A robust and well delivered L&D strategy can deliver significant advantages for an organisation and its workforce. According to Forbes, companies that offer comprehensive training programs have 218% higher income per employee than companies without formalized training. These companies also enjoy a 24% higher profit margin.

Some of the many ways in which L&D creates measurable business value include:

Creates a Positive Culture

According to an SHRM report, over 84% of organisations agree that building a learning culture can enhance organisational resilience and build a better culture for employees. The idea is that when employees see their company investing in their future, it fosters engagement, builds trust, and creates an environment where continuous learning is valued and encouraged. This learning culture drives innovation, collaboration, and openness to new ideas.

Supports Talent Attraction and Retention

In today’s competitive job market, professional development opportunities are a key differentiator. Prospective employees actively seek organisations that invest in their growth, while existing employees are more likely to stay with companies that support their career progression. In fact, according to a whitepaper by EdX, 77% of respondents reported that they would be more likely to stay with their employer in the long run if it offered a better L&D program. Clearly then, strong L&D programs reduce turnover costs and strengthen employee loyalty.

Bridges Skills Gaps

As technology and business practices evolve, L&D helps organisations stay competitive by:

• Identifying emerging skill requirements
• Developing targeted training programs
• Upskilling existing employees to meet new challenges
• Creating pathways for internal mobility

Improves Productivity & Performance

According to SurveyMonkey, 59% of employees say training improves their overall job performance. Well-trained employees work more efficiently, make fewer mistakes, and contribute more effectively to organisational goals. Training in both technical and soft skills enables employees to handle their responsibilities with greater competence and confidence.

Empowers Future Leaders

L&D plays a crucial role in succession planning and leadership development. By identifying and nurturing high-potential employees, organisations can:

• Build strong leadership pipelines
• Ensure knowledge transfer
• Maintain organisational stability
• Drive strategic initiatives

Boosts Employer Reputation

If your organisation puts time and effort into a high quality L&D offering, it is only a matter of time before you reap the benefits in the form of an enhanced market reputation. This positive reputation can often extend beyond recruitment, influencing relationships with customers, partners, and stakeholders who increasingly value companies that invest in their people.

For organisations to realize these benefits, L&D programs must be strategically aligned with business objectives, consistently delivered, and regularly evaluated for effectiveness. When properly implemented, the return on investment in learning and development extends far beyond the immediate skill gains, creating lasting value for both the organisation and its employees.

Learning and Development Trends for 2025

Looking ahead to the rest of 2025, we expect a number of key trends – some reflecting global shifts, some specific to Ireland – to shape the Learning and Development landscape in Ireland. 

Performance Management is Changing

The traditional annual review process is rapidly becoming obsolete in Irish organisations. Companies are shifting towards continuous feedback models that better serve today’s dynamic workplace. Performance Improvement Plans (PIPs), in particular, are an increasingly common tool utilised by employers to manage cases of poor work performance.

For Performance Improvement Plans (PIPs) to be effective, organisations must have several foundational elements in place. From a L&D perspective, employees need comprehensive induction programs and continuous training opportunities that set them up for success. 

The Rise of Inclusive Leadership

Irish workplaces are becoming increasingly diverse, making inclusive leadership a critical priority. This trend is particularly relevant given Ireland’s growing multinational workforce and the need to create environments where all employees can thrive.

Leadership development programs must evolve to emphasize:

• Emotional intelligence and cultural awareness
• Understanding and managing generational differences
• Creating psychological safety in teams
• Leading hybrid and remote teams effectively

Dignity & Respect: A Legislative Priority

The Workplace Relations Commission continues to emphasize the importance of dignity and respect in Irish workplaces. Recent cases have highlighted the need for comprehensive training programs that go beyond basic compliance. Organisations should focus on:

• Regular refresher training on dignity and respect policies
• Practical workshops on identifying and addressing inappropriate behaviors
• Building inclusive workplace cultures
• Understanding legal obligations under Irish employment law

Supporting Neurodiversity in the Workplace

There’s growing recognition of neurodiversity in Irish workplaces, particularly regarding autism and ADHD. Irish organisations are developing specific support strategies and training programs to create more inclusive environments, for example:

• Sensory-friendly workplace modifications
• Flexible working arrangements
• Manager training on supporting neurodiverse team members
• Recruitment processes adapted for neurodivergent candidates

Enhanced Focus on Investigations Training

We’re seeing a marked increase in workplace investigations across Ireland, driving demand for specialized training. HR professionals and managers need enhanced skills to handle issues effectively at the local level. Key areas of focus include:

• Understanding the legal framework for workplace investigations
• Maintaining objectivity and confidentiality
• Following proper documentation procedures
• Early intervention strategies

AI and Technology Integration

While Ireland’s technology sector is booming, the adoption of AI in L&D varies significantly across industries. Employers should be wary to carefully balance technological innovation with human-centered approaches.Some emerging trends in the L&D area include:

• Virtual reality training simulations for high-risk industries
• AI-powered learning platforms offering personalized development paths
• Digital coaching solutions complementing traditional mentoring
• Data analytics for measuring learning effectiveness

Cultural Realignment

Irish organisations are reassessing their values to ensure they reflect today’s workplace realities. This realignment focuses on creating people-centric cultures that support both business objectives and employee wellbeing. Key areas of focus when it comes to cultural realignment include:

• Defining values that resonate with a multi-generational workforce
• Translating corporate values into observable behaviors
• Integrating values into performance management systems
• Building authentic workplace cultures that reflect Irish business ethics

Looking ahead, successful Learning and Development strategies will need to be agile, inclusive, and aligned with both organisational goals and employee expectations. The focus will be on creating sustainable, people-centric approaches that drive both individual and organisational success.

The role of L&D professionals will be crucial in navigating these trends and helping organisations build resilient, adaptable workforces ready for future challenges.

How to create an organisational learning and development plan

Identifying and prioritizing your L&D needs involves understanding immediate legislative requirements, like training for dignity and respect, as well as long-term cultural shifts.

Our experts here at the HR Suite recommend the following steps to build an effective learning and development strategy for your company:

1. Align your L&D strategy with the business strategy

The foundation for creating a learning and development strategy is to firstly consider how the learning and development function can strategically align to the business objectives and support in this respect. Learning & Development as a function play a pivotal role in upskilling employees but also need to stay ahead of the curve to ensure agility and flexibility within organisations. Therefore, any strategy needs to be reviewed every 1 – 2 years. The foundation for developing a strategy is to start with the Employee Lifecycle, this will identify areas where learning and development can support for example, onboarding – is there an induction plan in place, what does training look like for the new starter, does they need a training plan. 

2. Analyse Training Needs

Through a best practice process of a Training Needs Analysis, the Learning and Development function should work with key business partners to understand the training gaps within each department. A training needs analysis is a comprehensive review of the roles and competencies within a given department and identifying what training solutions and interventions can be put in place where any gaps may lie. 

3. Develop Relationships with Key Business Partners

We often get asked how do you bring the L&D agenda to the forefront and keep it there? One of the biggest wins is to engage with the key people in the business who believe in training and the people agenda. We recommend using these people as your allies for learning and development and to tell their story on how L&D has supported them to grow their team, this might be through a bespoke training programme for the team or department or introducing a graduate programme. 

4. Plan and develop your Learning & Development offering 

Start with small steps – develop a mission statement for the learning & development function. Make sure you let every department know what you do and what you can offer. Learning and development isn’t just about classroom-based training, it’s much more and includes learning by doing, mentoring, reading, virtual training, eLearning to name but a few. Your offering will differ depending on the size of the organisation but don’t limit it to just classroom based training. 

Personal Development Plans are also part of the L&D remit. Each employee should have a personal development plan, detailing at least 2 or 3 key areas they are going to work on and develop, regardless of the position within any business. The aim of personal development plans is to drive high performance and accountability and ensure every employee knows what they are working towards. The plan can detail both tasks and behaviours and are a great foundation for career development and succession planning. Personal Development Plans should be reviewed annually by the employee’s manager. 

5. Monitor and Review

As with any strategy you need to review. The foundation of learning and development doesn’t change but organisations do and will require different skill sets. Schedule periodic reviews to look at what is working and what is not and then make changes, introducing micro learning if classroom learning isn’t working. Look at stretch projects and training manuals. 

It is important to include metrics in your strategy – this can start with the basics of how many people were trained, how successful the training was, and how many people were promoted. 

Final Thoughts

Navigating the L&D roadmap for 2025 involves aligning the training and development needs of employees to the overall organisational strategy.  It must be adaptive and promote a culture of training for retention. At The HR Suite, we specialize in providing tailored L&D solutions, always informed by the latest industry insights.

We encourage business leaders and HR professionals to embrace this journey towards an innovative and inclusive learning culture. For more insights or to explore how our services can support your business strategy, feel free to contact us.