Learning and development (L&D) refers to policies and procedures that help employees to develop new skills, maximise productivity and encourage strong relationships between the organisation and its staff.


Learning and development (L&D) covers a broad range of activities including recruitment, training, skills development, employee relations, performance management, benefits/rewards, talent management and core employee policies.

Through measuring performance in this area, IPC is actively contributing to the aims of UN SDG 8 – ‘Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.’ In an internal survey of participants conducted by IPC in 2018, the Sustainability Measurement and Management System (SMMS) group identified job creation and higher levels of economic productivity (SDG targets 8.2, 8.3, and 8.6) as priorities for the postal sector.

Emerging trends

As a people-led industry, developing our employees is central to our success. Initiatives such as leadership development, coaching and mentoring schemes, and life-long learning will ensure IPC members continue to thrive in the future. With the rise in e-commerce and the digitisation of our industry, training in technical skills will play a big role. Soft skills and management training will also be a focus, in order to train the next generation of managers and remain competitive in the modern labour marketplace. 


  • L&D was one of the top scoring areas in the 2019 SMP questionnaire, ranking third after Climate Change and Health and Safety. 
  • The group collectively scored 57.9%, nearly six percentage points ahead of the overall SMP group score of 52.2%. A score of 57.9% reflects the group’s above average proficiency in L&D management and a commitment to developing its workforce. 
  • Posts scored best in questions related to Embedding, reflecting a commitment to communicating L&D opportunities effectively to employees. The group scored less well in the Disclosure & Reporting management pillar. As posts improve their scores in the L&D Focus Area more generally, we will expect this pillar to improve also.  
  • Quantitative metrics for L&D are not reported under the SMMS. These are covered by the IPC Global Monitor reporting. 

Highlights of the group’s performance in 2019 include:

  • 13 posts have a dedicated L&D policy
  • 10 participants have identified and assessed risks relating to L&D
  • 14 participants undertake regular employee surveys
  • 17 posts place a strategic focus on leadership development.

IPC encourages posts to continue developing their approaches to L&D, such as implementing internal qualification programmes, and leveraging social media as a platform for L&D initiatives, in order to drive continuous improvement.