This element of a Whole Organisation Approach (WOA) to LLN is about recognising and planning for organisational change by identifying its impact on staff learning and development and planning accordingly.

National Framework to support local workforce strategy development

This supports organisations in effective strategic planning, encouraging them to have a clear connections between HR practices and the delivery of high quality services.

It is not difficult to see the links between effective local workforce strategies and the implementation of reforms contained within key Department of Health documents.

• Connecting for Health and other technological advances will require many staff to embrace new technology
• A line manager will be unable to support their staff to improve productivity if their own communication skills are poor or underdeveloped
• Supporting staff on the Skills Escalator requires an understanding of how job roles and progression routes are affected by LLN capabilities
• The NHS KSF Framework will help to trigger the need for LLN skills as staff must give evidence of job competences for NHS KSF Gateways. As part of your organisation's learning and development strategy all staff must take part in the PDR and appraisal process, providing valuable intelligence of existing and potential LLN needs.
• Job and service re-design will require individuals to adopt new skill mixes and competences.  Changes such as this can trigger the need to develop LLN skills.

The message is clear

Incorporating LLN into local workforce strategic planning will achieve more effective outcomes for service quality and patient care.