How is your Learning and Development CoE organized? Precisely, how many employees do you have in your company, and how many one learning expert covers in terms of training organization and delivery? 

We have over 25,000 staff worldwide but we have distinct teams taking care of specific areas.  Operations and e-learning production team sit in India.  Then each location will have a L&D head or rep who cover TNA and depending on the experience some may involve in programme design or even delivery.  The mode is if the person is an expert in one area, he/she will cover the whole region or even global as an SME or a trainer.  This helps create synergy.  Corporate leadership programme is taken care of by ourselves and is always developed inhouse because we want to make sure that the corporate values and competency model is appropriately embedded in the programme.  

We have +9,000 employees worldwide in +50 countries, and 2 Global L&D professionals (a Head of and a Technician). Every country has their own L&D headcount based on their size. Training delivery is mainly provided by external partners although we have internal training innitiatives led by some of our employees.

Our team supports about 9,000 employees. We're 11 in total (plus 3 part-time interns who work about 10 hours per week):
-1 Director
-6 Trainers (1 Leadership, 1 Tech & Systems, 2 Career Dev, 1 ID & Coaching, 1 Informal Learning)
-3 OD Consultants 
-1 LMS / performance mgmt system support 
-3 (40 hours total) part-time interns

Small company with roughly 300 employees.  I have 1 Learning Experience Designer in HR who is responsible for more enterprise-wide type learning and development.  Within the business there are 3 embedded learning and development roles responsible for more technical or departmental based learning and development.  Those roles do not report into HR, but we work partner with them.  We provide assistance with instructional design and overall learning systems and tools.  The embedded roles are responsible for their own learning and development plans and execution.

My team is slightly larger than what some of my peers have mentioned in earlier discussions, and we manage about 80% training needs in-house. We’re a 10-member team (including me) supporting a 5,500+ strong organization, with each member wearing multiple hats. In addition to handling leadership and behavioural sessions internally, here’s how our team is structured:

Early Career/Freshers Training: 1
Leadership & Managerial Development: 3
Technical Training: 2
Instructional Designer: 1
Communication Skills/Language Coaching, Culture & Values: 1
Learning Executive: 1

Except for the Instructional Designer and Communication Coach, all other members also serve as learning partners assigned to specific SBUs and practices. They are responsible for needs analysis, content creation, and learning campaign management, upskilling initiatives, certifications etc. ensuring our training initiatives are closely aligned with business needs and people aspirations.