Learning and development (L&D) pathways

Learning and development (L&D) pathways are structured sequences of learning activities, courses, and experiences designed to guide employees toward specific professional goals, such as acquiring new skills or advancing in their careers. They provide a roadmap for employee growth, incorporating formal training, on-the-job learning, mentoring, and assessments, and can be customized for individual needs or common organizational objectives like onboarding, leadership development, or technical upskilling. 

Key components of a learning pathway

  • Clear trajectory: A defined sequence of steps from a starting point to a desired outcome. 
  • Milestones: Key checkpoints to mark progress along the pathway. 
  • Learning objectives: Specific goals the learner aims to achieve, such as mastering a new skill or completing a certification. 
  • Diverse learning methods: A combination of different activities, which can include:
    • Formal training courses and workshops
    • On-the-job training and practical experience
    • Mentoring and coaching programs
    • Self-paced online learning modules
    • Assessments and skill-building exercises
    • Compliance training and legal education

Examples of L&D pathways

  • Onboarding: 

A structured series of modules for new hires covering company culture, job specifics, and essential compliance training over their first few months. 

  • Leadership Development: 

A pathway for aspiring managers, including courses on emotional intelligence, management skills, and communication, designed to be completed over a specific timeframe. 

  • Technical Skills: 

A progression for IT staff to move from beginner to advanced levels in areas like a specific programming language or cybersecurity practices. 

  • Career Progression: 

Helping an employee move from an entry-level role to a more senior one, or even to a lateral position in a different department, as seen in a healthcare example moving from Medical Assistant to Registered Nurse, or potentially to a role in Health Information Management. 

Benefits for organizations

  • Skill enhancement: 

Systematically builds the skills and knowledge of the workforce. 

  • Employee engagement and retention: 

Provides clear paths for growth, which can lead to higher job satisfaction and a lower turnover rate. 

  • Scalable development: 

Allows organizations to consistently support common learning opportunities across different teams. 

  • Consistent culture: 

When multiple employees use the same pathway, they share a common language and set of expected behaviors. 

  •