The Situation
In this situation, Avenue234 have a challenge of attracting and retaining employees due to poor people management. And they aim to have a unique development plan that helps shape the career of everyone in Avenue234 based on their potential, experiences and aspirations in the context of the business needs of the organisation.

Objectives
This case study describes the LearnHR programme and its elements from an implementation perspective based on the above problem.
• With the individual development framework, does it reflect the mutual commitment between LearnHR and its prospective students or members?
• Helping employees identify and articulate their short and long-term career aspirations and develop a framework to help them achieve them should be a prioty?

Role[/b]
• Registering practitioners;
• Developing a code of ethics;
• Providing courses on specific areas of expertise
• Virtual learning
• Providing courses on specific areas of expertise


[b]Methodology
• For this project, LearnHR developed own technique, making sure that the three pillars of the firm's talent development framework of Learning, Experiences and Coaching check in with the client buy-in and ensure it alined.


Recommendations
Based on the objective, LearnHR recommends taking care of its Associates should be of prioty, who will take care of their customers and thereby impact the business is a concept similar to “Employee First, Customer Second” propounded by Vineet Nayar, CEO of HCL, in 2010. The example of LearnHR tools of learning, experience and coaching brings to light how Avenue234 function through, rigour in measurement and performance can translate to a high attractive and retention of employment and hence become its key competitive advantage.
The robust system which helped ensure compliance, reporting and provides continual feedback on the progress was a key driver in the successful deployment of the programme.