Developing People










Congratulations!  Your work at CULC has helped your client secure a new role – Director of Learning & Development at H&M.


Your Consultancy has been selected as one of the preferred partners for Learning and Development.


Your client has requested that you produce a Proposal for a Learning & Development Strategy with fresh ideas and global perspectives that:

  • Delivers the stated business goals of H&M
  • Continues to build the credibility of the Learning & Development function
  • Reflects the trends and good practice in Learning, Talent and Development
  • Develops the culture of H&M in supporting new managers to be successful in their early careers when working globally


The Brief


The first goal for the Director of Learning & Development is to influence the Board of Directors that investing in learning and development can improve the performance of young managers as they progress their careers in H&M.  To achieve this goal, your proposal needs to influence a range of stakeholders (who should be identified) that results will be delivered – and therefore this need to be underpinned by knowledge drawn from academic sources, CIPD research on trends and industry best practices.


One of the key recurring themes within the study of Human Resource Management is the importance of aligning HRM strategies and practices with the goals of the organisation.  This has been an ever increasing focus and challenge for HRM Professionals to explicitly align practice with strategy (Blanchard and Thacker 2013).  One of the steps towards this goal is to understand the strategic planning process, and consider how HRM plans can both reflect proactive and reactive strategies that underpin the broader organisational goals (Blanchard and Thacker 2013).


Your brief is to deliver a proposal that provides an external perspective on their organisation and outlines how Learning & Development can support the delivery their business goals.  Your proposal requires you to demonstrate:

  1. A critical analysis of the strategy and culture of the organisation in relation to their Business Goals
  2. A justification of the Gap in Performance for your target audience (new managers)
  3. An assessment of the Training Needs Analysis drawing on knowledge about the client as well as industry trends (including non-training needs)
  4. A fully justified set of Learning Outcomes for a development programme underpinned by a clear assessment of Theories of Adult Learning
  5. A critical evaluation of the proposed Training Design (3 specific management development methods) fully costed and risk assessed
  6. A critical assessment of the proposed Training Evaluation framework to measure impact and the return on investment (ROI)



M015LON Developing People

Coursework 2


About Coursework 2


  • Individual submission
  • Follows the specific L&D proposal template
  • Underpinned by academic theories and industry good practice
  • Maximum word limit = 2500 words
  • Use of Appendix for detailed examples
  • Deadline: See submission link in Moodle for M015 CW2 Submission


Indicative Content – Proposal



  1. Introduction – Intention to respond to the Client Brief
  2. Introduction to your Consultancy (Approach and Values)
  3. Introduction – Interpretation of the Client Brief


Background to the Organisation

  1. The Current Strategy and Culture
  2. The External Commercial & HR Context
  3. The Internal HR Context


Learning and Development Vision

  1. The Vision
  2. Theories and Models of adult learning that inform your Vision


Programme of Work + Fully Costed Budget

  1. Proposed Learning and Development Strategy (to include a minimum of 3 methods)
  2. Technical Skills (not required in this proposal)
  3. Management Development
  4. Leadership Development (not required in this proposal)



  1. Evaluation Strategy
  2. Sample Evaluation Methods


Risk Management

  1. Risks
  2. Risk Mitigation


Conclusion and Next Steps

  1. For your Client (what benefits and risks will need to be communicated to your client’s stakeholders)
  2. For your Consultancy (what data is not available that is required to further develop this L&D strategy)



  1. Completed Organisation Analysis (PESTLE, McKinsey 7s)
  2. L&D Method 1: Learning Outcomes and Illustrated Example
  3. L&D Method 2: Learning Outcomes and Illustrated Example 4. L&D Method 3: Learning Outcomes and Illustrated Example When drafting your work:


  1. Identify the key terms in the Question
  2. Use the Marking Criteria to understand the expectations of the reader. You can find this in the M015LON Moodle Page
  3. Create an outline of your assignment. Check this answers the Question and addressed all areas of the Marking Criteria
  4. Use Evidence from the Module Reading AND your own Reading to support all your analysis and recommendations. Your reading should include at least 25% from Blanchard and Thacker (2013), 50% from LOCATE and

25% from CIPD and HR Industry research

  1. Use the Weekly Quiz to identify the key terms, language and application techniques when developing your assignment.