Learning & Development
Harsh Vardhan | L&D Manager | Max HealthcareWhat is Learning & Development?
You may be curious about a Career in Learning & Development. Understanding Why one wants to choose a Career in Learning & Development is phenomenally more important than figuring out How to get into Learning & Development. While anyone can have an opinion on what Learning & Development entails; only a real professional can really explain it.
L&D Manager Harsh Vardhan has worked in Learning & Development for 7 years. L&D Manager Harsh Vardhan describes Learning & Development as:
Learning and Development Managing helps employees advance their skills and knowledge. A Learning and Development Manger helps a company succeed by training and developing its people
How L&D Manager Harsh Vardhan got into Learning & Development?
After doing my graduation, I did my MBA from IIPM and thereafter a Diploma in Hospitality. I did my Research Paper on Neuro Linguistic Programming. I worked as an Assistant Professor Executive Communication, IIPM and L&D Manager in UPES.
L&D Manager Harsh Vardhan's Talk on Learning & Development |
|
Navigating the Landscape of Learning and Development Management: Insights from Harshvardhan Sharma In a world where individual growth and organizational success are increasingly intertwined, Learning and Development (L&D) management emerges as a pivotal career path. This article encapsulates the journey of Harshvardhan Sharma, an experienced L&D manager, whose rich background in psychology and human resources illustrates the significance of effective L&D in transforming lives and fostering growth. From navigating harsh attitudes to celebrating diversity, Harshvardhan’s insights shine a light on the skills, educational foundations, and daily experiences that define this career. What Is Learning & Development Management? Learning and Development Management refers to a systematic approach to enhancing employee performance and skills within an organization. It encompasses a range of activities, including training, onboarding, and continuous professional development, crucial for nurturing talent and supporting career progression. Harshvardhan emphasizes that L&D is not merely about imparting knowledge but also about fostering personal and professional growth tailored to the unique needs of every employee. Education in L&D Management Behavioral psychology is fundamental to L&D management, focusing on understanding how employees think, react, and engage in their work environments. This branch of psychology helps L&D managers assess and cater to the emotional and motivational needs of individuals. Harshvardhan notes that understanding these psychological principles enables L&D professionals to enhance employee performance, as demonstrated when they successfully identified and addressed emotional challenges faced by staff members, leading to improved workplace morale. Personality assessment plays a crucial role in evaluating employees’ strengths and areas for improvement, allowing L&D managers to tailor programs that effectively address diverse needs. Harshvardhan points out that organizations like the armed forces use sophisticated assessment tools to gauge personality types. These tools can guide L&D initiatives by providing insights into team dynamics and individual capabilities, ensuring that training programs are both relevant and impactful. This area focuses on fostering emotional resilience and social skills among employees. Harshvardhan stresses that L&D initiatives often include personal development modules that help individuals cope with workplace stress and enhance their interpersonal skills. For instance, through targeted personality development sessions, employees can cultivate attributes that contribute to a more harmonious workplace, resulting in both personal satisfaction and improved team collaboration. Understanding the appraisal cycle is critical for L&D managers as it directly connects employee performance to recognition and growth opportunities. Harshvardhan indicates that an effective appraisal system not only motivates employees but also helps managers identify who needs further development and how to support their journey. Managers that provide timely and constructive feedback based on clear criteria encourage a culture of continuous improvement. L&D managers must grasp the organizational landscape, understanding its goals, culture, and structure to align training initiatives. Harshvardhan mentions that L&D acts as a bridge, ensuring that employees’ aspirations and the organization’s objectives are synchronized. This alignment fosters a sense of belonging among employees and enhances their engagement levels. Employing psychometric tools allows L&D managers to gather detailed insights into employee behaviors and potential challenges. As Harshvardhan explains, understanding the psychological profiles of employees can inform tailored support and resources, transforming potential struggles into growth opportunities. He underscores that proficient use of psychometric analysis can significantly bolster an organization’s talent management strategies. NLP combines cognitive and emotional dimensions of behavior, enabling L&D managers to coach employees through various personal and professional challenges. According to Harshvardhan, NLP techniques can be particularly effective in navigating emotional disturbances, fostering a positive work environment where everyone can thrive. This holistic approach ensures that all employees are engaged and motivated to pursue their careers vigorously. Skills Required in L&D Management The ability to connect with employees on a personal level is vital in L&D management. Harshvardhan highlights that interpersonal skills not only help in understanding an individual’s needs and concerns but also build trust and rapport. L&D managers who excel in this area create safe spaces for employees to express vulnerabilities, leading to a supportive work culture. A high Emotional Quotient allows L&D professionals to navigate the complexities of human emotions effectively. Harshvardhan shares that strong EQ is essential for understanding and empathizing with employees’ struggles, making it easier to provide tailored support. This skill is invaluable in creating an empathetic learning environment where individuals feel understood and valued. Proficiency in both internal and external presentation is crucial for effectively communicating ideas and training concepts. Harshvardhan emphasizes that good presentation skills foster engagement and understanding, ensuring that training sessions are informative and interactive. This two-way communication is essential in keeping employees motivated during training programs. Managing appraisals effectively requires an astute understanding of employee expectations and organization dynamics. Harshvardhan elaborates that recognizing and rewarding contributions appropriately not only enhances morale but also reduces turnover rates, demonstrating the impact of thoughtful appraisal practices on employee satisfaction. Effective communication is foundational to the role of an L&D manager. Harshvardhan stresses that strong communication encompasses listening, clarity, and adaptability. These components ensure that messages resonate with employees from diverse backgrounds, reinforcing learning objectives and facilitating better understanding of materials presented. The ability to analyze human behavior allows L&D managers to identify who may be struggling or excelling at any given moment. Harshvardhan regards this skill as essential for tailoring support—whether providing additional resources or recognizing top performers—thus maximizing individual and team potential. Exuding calmness and politeness fosters a positive learning environment. Harshvardhan points out that maintaining composure, especially during challenging discussions, helps employees feel safe to voice concerns, thereby enhancing both communication and learning. Emphasizing collaboration among employees and departments promotes teamwork and synergy. Harshvardhan believes that fostering a culture of collaboration leads to a more cohesive workplace where knowledge and support flow freely, benefiting both individual employees and the organization at large. Positives of L&D Management One of the most rewarding aspects of L&D management is the capacity to change lives. Harshvardhan illustrates this through his experience in empowering employees, such as the example of a General Duty Assistant who transitioned into a radiology technician after receiving tailored training—a true testament to the transformative power of L&D. L&D management thrives on human interaction, offering daily opportunities to engage, connect, and support individuals. Harshvardhan enthusiastically notes that meaningful conversations and feedback enrich both his and the employees’ experiences, cultivating a vibrant workplace culture. The joy derived from helping employees navigate their challenges is profound. Harshvardhan expresses that being a part of someone’s growth journey not only uplifts the individual but also fuels the L&D manager’s passion for their work. The knowledge that they play a crucial role in their colleagues’ development is immensely gratifying. With a unique skill set that integrates diverse knowledge areas—from psychology to training methodologies—L&D professionals possess expertise that stands apart in the professional landscape. Harshvardhan acknowledges that the varying components of L&D management make it an underappreciated but critical field, leading to greater impact once more organizations embrace L&D's value. Challenges in L&D Management Often, L&D managers face the challenge of dealing with employees who exhibit harsh attitudes stemming from various external pressures. As Harshvardhan puts it, navigating these emotional outbursts requires resilience and understanding, transforming difficult interactions into moments of healing and support. Another hurdle is the prevalent unawareness surrounding the value of L&D roles. Harshvardhan notes that many organizations overlook the importance of investing in L&D, leading to a decline in employee engagement and development opportunities. This challenge drives L&D professionals to advocate for the benefits their work provides. The diversity within employee groups poses both opportunities and challenges in tailoring development strategies. Harshvardhan elaborates that effective L&D managers must navigate cultural, linguistic, and age differences, ensuring that training is relevant and accessible to all, thereby fostering inclusivity and engagement. A Day In the Life of an L&D Manager Harshvardhan begins his workday with a commitment to understanding his employees’ emotional states and needs. He performs rounds to check in with staff, offering support and feedback on previous performance. This proactive approach demonstrates the importance of emotional intelligence in establishing a positive workplace atmosphere. The day is filled with designing and implementing training modules that address skill gaps and developmental opportunities. By working closely with Heads of Departments, Harshvardhan tailors his programs to meet the specific challenges and goals of various teams, promoting alignment and maximizing effectiveness. Concluding the day involves compiling feedback and performance assessments that inform future L&D initiatives. Harshvardhan highlights that this continuous loop of evaluation and adjustment is critical to fostering an adaptive learning environment, where employees can thrive through ongoing support and development. Conclusion Harshvardhan Sharma's experiences illuminate the multifaceted nature of Learning and Development Management. This career path allows individuals to make significant contributions not only to organizational success but also to the personal growth of employees. By navigating challenges and embracing the opportunity to change lives, L&D professionals like Harshvardhan play a vital role in shaping the future of work. As organizations increasingly recognize the value of investing in their people, the field of L&D will continue to grow, offering powerful opportunities for those dedicated to fostering an environment of continuous learning and improvement. | |
Install the LifePage App to:
- (for Free) Watch L&D Manager Harsh Vardhan’s full Learning & Development Career Talk
- ₹ Do a Self Assessment on Learning & Development to calculate your Dream Index, which is defined as:
According to Harsh Vardhan your chances of success in Learning & Development is __%
- Access your personalized Dream Index Report which will have all your Dream Indices sorted in descending order.


How to get into
Learning & Development?
If you are want to get into Learning & Development, start by investing in a Career Plan.
The 14 hour process, guided by a LifePage Career Advisor, will help you introspect and check whether your interest in Learning & Development is merely an infatuation or is it truly something you wish to do for the rest of your life.
Next, your Career Advisor will help you document how you can get into Learning & Development, what education and skills you need to succeed in Learning & Development, and what positives and challenges you will face in Learning & Development.
Finally, you will get a Career Plan stating which Courses, Certifications, Trainings and other Items you need to do in the next 7 years to become world’s best in Learning & Development.
LifePage Career Plan
14 hour personalized guidance program


Your LifePage Career Advisor facilitates your guided introspection so that you systematically explore various Career options to arrive at a well thought out Career choice.
Next: your Advisor helps you figure out how you will get into your chosen Career and how will you develop the skills needed for success in your Chosen Career.
LifePage Plan will not stop at saying "to become an Architect study Architecture". It will guide you on which Certifications, Trainings and Other items you need to do along with your Architecture education to become the world's best Architect.
Links for this Talk
LifePage Career Talk on Learning & Development

[Career]
https://www.lifepage.in/careers/learning-and-development

[Full Talk]
https://lifepage.app.link/20171104-0003

[Trailer]
https://www.youtube.com/watch?v=vKSs9GqMBE0
(Learning & Development Management, Harsh Vardhan, Max Healthcare, Management, Learning and Development, Hospitality, Executive Communication, L&D Manager)
Similar Talks
Human Resource Management is managing the most crucial resource of an organisation, which is- People is known as the Human Resource Management. Machines, buildings, brands etc, everything diminishes except for people who increase in terms of value. The role of HR begins from recruiting, training, evaluating, motivating, retaining, managing conflicts and when required taking tough decisions on people.
"After completing my schooling, I gradated in science stream and did my MBA I Hr & Marketing from Army Institute of Management Kolkata. I am working as a HR Manager and have total 10 years of experience in this field."
![]() ![]() ![]() ![]() |
![]() |
HR Management
Lakshman Singh Kandari
Human Resource Manager | M & P Technologies
Human Resource Manager | M & P Technologies
[ 4 years Experience ]
Human Resource Management is the management of the human resource of an organization or company. It involves the processes of selection and recruitment of the employees of a company. That includes interviewing new people, hiring and thereafter, training them for the various job profiles. It also includes the firing and retention of those employees.
"I attained a B Com degree from HNB Garhwal University and an MBA degree from Chandigarh. I thereafter, trained at Radisson Blu Hotel, Haridwar and I am currently the HR Manager at M&P Technologies since 2013"
![]() ![]() ![]() ![]() |
![]() |
HR Management
Prakriti Nautiyal
Human Resources Partner | Tata Consultancy Services
Human Resources Partner | Tata Consultancy Services
[ 5 years Experience ]
Human Resource Management is the management of human resources. It is designed to maximize employee performance in service of an employer's strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and on systems.
"I am a B Tech graduate in ECE and then did MBA in Human Resources from LBSIM, New Delhi. Thereafter, I worked at Tata Consultancy Services for more than 2 years as Human Resource Partner. Then, I relocated to USA and did a Certification Course in Human Resources from HRCI and also an online course in People Analytics from The Wharton School. I am Human Resource Analyst with an NGO by the name Save the Water in USA."
![]() ![]() ![]() ![]() |
![]() |
Recruitment is a core function of human resource management. It refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization.
"After my schooling, I did Bcom Hons from Delhi University and then did my MBA from SCDL. I work as an HR Manager looking after recruitments at an International Software Organization."
![]() ![]() ![]() ![]() |
![]() |
Human Resource Management
Prashant Deo Singh
Senior HR Professional | Various Assignments
Senior HR Professional | Various Assignments
[ 24 years Experience ]
Human resource management is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage.
"I have experience of more than 20 Year in Human Resource. I have worked with Organizations like Panasonic as a HR Head, Coca Cola as a Area Manager, Airtel as a HR Head. I have worked in UAE with Sharaf DG as HR Head and with HINDALCO Industries as an Assistant Manager."
![]() ![]() ![]() ![]() |
![]() |
HR Recruitment
Nirma Rawat
HR Recruiter | Job Resolution Recruitment Services
HR Recruiter | Job Resolution Recruitment Services
[ 10 years Experience ]
Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs within an organization.
"I have done B Sc and M Sc from DAV PG College. Post that, I did an MBA in Human Resources from IMT University. I worked in Insurance Sector for 8 years. I am HR Recruiter at Job Resolution Recruitment Services since 2016."
![]() ![]() ![]() ![]() |
![]() |
Human Resources
Rima Chawla
Assistant Manager | Incognito Forensic Foundation
Assistant Manager | Incognito Forensic Foundation
[ 7 years & 11 months Experience ]
Human resources are the people who make up the workforce of an organization, business sector, or economy.
"After completing my Schooling from East West Model School, Bengal, I did my Graduation in Arts from Techno Global University. While studying I worked simultaneously with organizations as a Consultant. I work as an Assistant Manager HR at Incognito Forensic Foundation."
![]() ![]() ![]() ![]() |
![]() |
HR Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs within an organization.
"After completing BCom from MGKVP, Varanasi and Diploma in Microfinance from BHU, Varanasi, I did Post Graduation in Management from Doon Business School and Strategy Management from Airllanga University, Indonesia and joined Fly Square Solutions as a HR Recruiter."
![]() ![]() ![]() ![]() |
![]() |
Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas staffing, employee compensation and benefits, and defining/designing work. The purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees.
"I completed my MBA degree in Human Resource Management from XLRI, Jamshedpur. Later, I joined Nestle India as Assistant Manager in the Human Resources department."
![]() ![]() ![]() ![]() |
![]() |
HR Management
Kainaz Khambata
Head | Gourmet Investments Private Limited
Head | Gourmet Investments Private Limited
[ 13 years & 2 months Experience ]
Human Resource Management is the process of recruitment and selecting employee, providing orientation and induction, training and development, assessment of employee (performance of appraisal), providing compensation and benefits, motivating, maintaining proper relations with employees and with trade unions, maintaining employees safety, welfare and healthy measures in compliance with labor laws of the land.
"In my 10 years of Experience, I have worked with finest hotels of world such as Four Seasons & Intercontinental Hotel. Since 2017, I have been working with Gourmet Investments Private Limited as a Head."
![]() ![]() ![]() ![]() |
![]() |
Human Capital Consulting
Nanditaa Bhatia
Business Analyst | Deloitte
Business Analyst | Deloitte
[ 2 years & 2 months Experience ]
Human capital consulting is a broader term than human resource management and refers to general management consulting with an emphasis on the human element of the issue at hand, such as change management (which includes communication and training), learning and development, organiational design, diversity and inclusion, employee engagement, and culture.
"I am an MBA Graduate from the Delhi School of Economics. I worked with the Indian Oil Corporation, American Express and Price Waterhouse Cooper before joining Deloitte Indian in 2016 as a Business Analyst with the Organization Transformation and Talent division under the Human Capital practice."
![]() ![]() ![]() ![]() |
![]() |
Human resource management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage.
"I did Bachelors & Masters in Economics from Jiwaji Univeristy. Post that, I did a Masters in Personnel Management & Industrial Relations. I started my professional career as a Lecturer in Jiwaji University. After that, I worked in Steel & Power Sector in Chattisgarh, Orissa & Calcutta. I am a General Manager at BRIDCUL with Uttarakhand Government."
![]() ![]() ![]() ![]() |
![]() |
Learning & Development
Amrita Suri
Deputy General Manager | Gourmet Investments Private Limited
Deputy General Manager | Gourmet Investments Private Limited
[ 0 years & 6 months Experience ]
A Learning & Development Manager identifies training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers.
"After completing my schooling, I did graduation in Hotel Management from IHM, Aurangabad. I have started my career with The Leela Hotels as a Management Trainee after which I got an opportunity to join Four Seasons Mumbai where I have worked for almost 8 Years and became Front Office Manager. I have joined Gourmet Investments Private Limited as DGM (Learning & Development and Customer Relations) in 2017."
![]() ![]() ![]() ![]() |
![]() |
Human Resource Management
Shabhnam Praveen
HR Assistant | People Strong Private Limited
HR Assistant | People Strong Private Limited
[ 3 years Experience ]
Human Resource Management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage, Commonly known as the HR Department[, it is designed to maximize employee performance in service of an employer's strategic objectives.] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws
"After completing an MBA (HR & PR) from Abdul Kalam Technical University, I started my Career with Himalaya Corporation Limited as Business Development Executive. After that, I joined People Stone Private Limited as a HR Assistant and since then I am working there."
![]() ![]() ![]() ![]() |
![]() |
Workforce Management includes all the activities needed to maintain a productive workforce, such as field service management, human resource management, performance and training management, data collection, recruiting, budgeting, forecasting, scheduling and analytics.
"After completing my graduation in Information Technology from IP University and I did my post graduation from ICFAI University. I have 12 years of experience in this field and working with EY as an Assistant Director Workforce Consulting."
![]() ![]() ![]() ![]() |
![]() |
HR Recruitment (hiring) refers to the overall process of attracting, short listing, selecting and appointing suitable candidates for jobs either permanent or temporary within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid roles.
"After doing my schooling from Frank Anthony Public School Delhi, I did my BA in English from Lady Shri Ram College, Delhi. Thereafter, I did my MBA in HR from Symbiosis institute of Business Management, Pune. I have experience of more than 13 years in recruitment and worked for Companies like Aegies BPO, Perfect Relations and Bhatia & Bhatia Financial Services."
![]() ![]() ![]() ![]() |
![]() |
The human resource consulting addresses human resource management tasks and decision. The consultant suggests solutions based on expertise and experience and assists in the implementation. He also assists in searching for solutions with methods that facilitate and raise creativity of the client company so that they will be able to implement solutions themselves.
"I am a scientist and have done my research in wheat. After my marriage, I did a course in Management & Community Development from IIM, Kolkata and a certification course in finance from IIM, Ahmedabad. I founded a company by the name Global Solutions in 2010 and I give training sessions in Human Resources domain."
![]() ![]() ![]() ![]() |
![]() |
Human resource management (HRM or HR) is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems.
"After completing my masters in business adminstration, I started working in Human Resources. I have been working in this domain from the last 20 years. I also started my company to provide human resource solution by the name of Corp Source One."
![]() ![]() ![]() ![]() |
![]() |
[Install the LifePage App to access all Talks]

