Learning and Development (AKA Capability Development) - gosh I could write a book only about this subject, singly the potential to add the most value to an organisation and yet the most undervalued, misused, misunderstood sub-function of HR - the introvert area of HR that needs significant re-alignment and focus in my view. Starting with the changing the title to Capability Development with the learning and development being the ‘how’ we do it versus the desired outcome. The traditional L&D models generally are not working, that is assuming that they are even in place with investment and focus being the core challenge. Every organisation requires a level of Capability Development, however as long as it is seen as an expense not investment then it will not be top of mind. L&D is a core HRFP and should be the area we partner with the business the most, almost weekly/monthly as the impact will be significant, the L&D frameworks, delivery and desired outcomes are required. It is the most challenging area for HR professionals as we are not generally educated in this discipline and for all the general books written on the subject it is not easy and demands structure and discipline to execute effectively.