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Learning and Development / L&D (with maturity model and framework)

“Learning and development” (L&D) is an organizational process that enhances an employee’s ability to meet current and future job requirements, and perform at higher levels. L&D encompasses a wide and diverse range of on-the-job and outside-the-workplace approaches for acquiring the necessary knowledge, skills, capabilities, behaviors, and attitudes which drive efficiency, alignment, agility, and business impact.


To differentiate between learning and training, learning is how an individual builds new knowledge, skills, and capabilities—whereas training is an organizational response to promote learning. As a talent-driven process, learning focuses on what an individual does; conversely, training is what a company does.


Both organizations and employees should consider the following four contexts for learning and development:


  • Education—Formal training that may include classroom events, e-learning, simulations, etc.
  • Experience—On-the-job activities that may include coaching and mentoring, job rotations, stretch assignments, etc.
  • Exposure—Learning that happens from others, including peers, managers, industry leaders, and the like, and may occur through conferences, social media, professional networks, etc.
  • Environment—Learning that happens through other business channels and infrastructures, which may include performance support tools, instant messaging, chat, business dashboards, customer feedback, and the like.


For more information on this topic, we recommend reviewing our Learning Organization Maturity Model and our Enterprise Learning Framework (see the following two graphics).

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