332a02de__development_in_the_APS___APSC__Element
[Description] Measure how appropriate the allocation of resources to learning and development is to identified needs and priorities. Take into account: the extent of integration of learning and development with other HR strategies and business practices the desired benefits the scope of each intervention quantitative and qualitative information about the level and nature of investment how well the design of the intervention matches the desired culture and the needs of the target audience risks alternatives. To what extent are learning and development integrated with: human resource management strategies (for example performance management system, career and succession management)? relevant business practices? To what extent is common/shared data consistently collected and used (for example performance management system, workforce planning and learning and development)? Are learning and development key result areas included in the human resource management strategy and business plans, and regularly reported on? How appropriate are the learning and development interventions or programs to the desired culture and needs of the target individual or audience? Is the timing, duration and level of investment appropriate to the required outcome? [Methodology options] Interviews with agency executive, senior managers and line managers. Staff surveys. Reviews of planning documents for content and intent. Regular reports to the executive on the level of investment in formal learning. Benchmark agency investments against like organisations. [Element] 
Appropriateness
R e l e v a n c e
A p p r o p r i a t e n e s s
R e a c t i o n
C a p a b i l i t y a c q u i r e d
P e r f o r m a n c e o n t h e j o b
O u t c o m e s o f l e a r n i n g a n d d e v e l o p m e n t
Building capability: A framework for managing learning and development in the APS - APSC
Element