Learning and Development (L&D) Program and Intervention on the Human Resource System’s Impact on Employee Outcomes in One State University: Basis for a Strategic Human Resource Management Plan

ABSTRACT : This study assessed the status of Learning and Development (L&D) within the One State University system’s human resource management to establish a strategic human resource management program that addresses current employee L&D initiatives. It aimed to determine the level of L&D in the institution’s human resource management system concerning training, mentorship, technological support, organizational change, workflow flexibility, employee engagement, employee retention, employee performance, and employee wellbeing. The study employed a descriptive correlational research design, which describes the relationship between L&D and other factors without making causal assertions. The study population includes regular and casual teaching and non-teaching employees, with a sample size of 179 respondents selected through purposive sampling. The data collected using a three-part survey questionnaire were statistically analyzed using mean and standard deviation to assess respondents’ evaluations of the L&D, and Pearson’s R to determine the significant relationship between the L&D programs and employee outcome and the significant relationship between the L&D intervention and employee outcome. The findings revealed that training programs are regularly conducted and tailored to meet employees’ specific needs. Additionally, L&D programs enhance employee performance, satisfaction, and retention in a One State University. Therefore, it is concluded that employees’ well-being is closely linked to the effectiveness of L&D programs.