Learning and Development Process: How to Create the Right Objectives and Activities - Financesonline.com (2022)

What is learning and development?

Learning and development is an extensive process designed to help employees increase their value and keep them highly engaged and productive. This HR process involves assessing them for potential and building on those potentials, including upgrading the skill sets of employees and onboarding new ones.

Workplace productivity worldwide is in a state of decline. Because business organizations fail to successfully keep up with the many changes in today’s workplace, employees feel unvalued, which makes them disengaged. In turn, this adversely affects their productivity. At the core of employee engagement and productivity is the learning and development process.

A highly productive workplace is one that supports and values employees. When employees feel that their organization values them, job satisfaction and engagement occur. By making learning an essential part of every employee’s job, everyone becomes empowered to grow and develop.

An effective learning and development implementation always starts with creating the correct objectives and activities. This important initial step is the focus of this article to help you start any L&D program the right way.

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  1. What is learning and development process?
  2. What comprises learning and development process?

The modern work environment is in constant flux. For previous generations, learning has been a traditional, formal process. Now, Millennials and Generation Z see learning with a totally different mindset, in terms of approach, expectations, and connection.

Today, learning should be innovative, mobile-friendly, bite-sized, and well-designed. It must also be on-demand and relevant to address the changing needs of the new workforce.

What’s more, a 2019 LinkedIn survey found that 76% of Gen Z workers say that many of the past generations’ skills are already irrelevant in today’s work environment. Likewise, nearly half of these new generation employees would rather have independent, totally self-directed methods for learning.

Along with corporate learning, employee engagement continues to remain as HR’s primary focus, which further elevates the importance of learning and development. However, what must a business organization do to help guarantee the success of their L&D programs? This is where having the right learning and development objectives and activities come into play.

First, you must ensure that your learning and development strategy is founded on the correct goals. Next, you should implement the correct programs and activities, including the deployment of suitableLMS tools that genuinely support employee learning and development.

What is learning and development process?

A widely-accepted learning and development definition is that it is a systemic process aimed at improving the performance and outcomes of employees within a business organization. Also called training and development, it is generally considered as a strategic tool to help businesses achieve continuous growth, improved productivity, and better employee retention.

A core function of HR, L&D, is designed to enhance employees’ knowledge and skills to boost their individual and group performance. It comprises key elements of a company’s talent management strategy. And to be truly effective, it should bedesigned to make individual employee objectives and performance parallel with the company’s overall goals and vision.

And while employers understand the value of an excellent learning and development process, many don’t have the knowledge and mechanisms to create and implement a learning and development plan of action. Also, when companies fail to address some key challenges, learning and development can even result in some adverse outcomes.

What is the role of HR in learning and development?

At the heart of any L&D initiative is a company’s human resource unit. Aside from encouraging the staff to manage their own career growth, HR also makes certain that the company provides employees the opportunities to be more effective in their existing jobs. Moreover, HR must ensure that the various learning and development benefits are clearly communicated to all employees and managers.

Studies indicate that employees who actively seek opportunities to learn and develop are more likely to achieve more. In the real world, however, without a compelling incentive, managers will complain about training costs and wasted work time.

Furthermore, employees will be less passionate about L&D programs if they never perceive any improvements in their career opportunities and job performance.

This is why gaining employee support for learning and development is a serious HR issue. In fact, a 2018 LinkedIn study found that persuading employees to make time for learning is HR’s greatest L&D challenge. Moreover, neglecting some of these challengeswill make the L&D process inconvenient to the business and could become discouraging to employees.

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Source: LinkedIn 2018 Workplace Learning Report

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What comprises learning and development process?

The learning and development process is an essential activity for employees and their organizations. The skills that employees gain via training become organizational assets. As employees expand their skill sets, so do their job security and their opportunities for career growth. Overall, the process generally involves the following steps:

1. Determine the need

No two individuals have the same needs, so there’s no one-size-fits-all program. Whether those needs involve departmental or individual needs, HR must identify those needs before designing an L&D program.

New employee learning and development must first provide an introduction to the policies, procedures, and culture of the company. And for the second phase, they should be given job-specific L&D, which will involve various training programs. Finally, current employees who are moving to a different position or are cross-training must be given job-specific programs.

2. Plan the learning and development process

This step involves deciding the specific learning and development content that will be delivered. First, align existing managerial and organizational goals to the learning and development process. Second, design the new employee hiring and training process, which should include onboarding and evaluation of the organizational procedures and policies.Finally, create the L&D content or course materials for L&D programs for job-specific employee training.

3. Implement the L&D plan

Before implementing it, ensure first that the L&D plan has both digital and printed copies. Next, share and communicate the L&D plan across the organization, in all physical offices, and all available channels. And remember, everyone should be involved in the plan to guarantee success.

4. Monitor and measure the progress

The key to an effective learning and development program is follow-up. Begin monitoring an employee the moment she/he completes her/his initial L&D activity. Monitoring allows you to know whether the employee understands her/his roles and what the employer expects from her/him. It also provides you with the needed feedback on the L&D process, to help you determine if there are areas to be improved.

In addition, the learning and development activities of current employees who underwent new training programs should also be monitored. Finally, HR should measure learning outcomes, such as via KPIs, to continuously determine how employees respond to the programs. Some of the most effective L&D KPIs include:

  • Training Completion Percentage Rate
  • Job Role Competency Rate
  • Departmental Job Competence Rate
  • Average Time to Completion
  • Compliance Percentage Rate

Through learning and development, you can help your workers can increase productivity, reduce employee turnover, and decrease the need for supervision. In fact, another recent LinkedIn survey found that employees who spend more time in L&D activities tend to enjoy their work more and perform better in their jobs.

Why align your L&D objectives with your business goals?

The 2019 Speexx Exchange survey indicates that only 22% of organizations have their learning and development goalscompletely aligned and contribute to their companies’ long-term objectives. The same survey found that less than a third of HR professionals believe that there’s a slight connection between their business goals and HR KPIs.

So coming from experts, the business case for the need to have L&D and HR goals integrate with organizational objectives is unquestionable. Such integration should be a mandatory condition for every HR program or policy to make it authentic and compelling.

Why align your L&D objectives with business goals?

The achievement of strategic business objectives is quite clearly related to the people who work in the business. Their knowledge, skills, and motivation to learn are key to increased sales, improved brand reputation, efficient production, and competitive advantage.

This is why training—along with its alignment to strategic business objectives—becomes so important. By cascading the strategic vision and mission down to training and development goals, employees can see them operationalized. They become real, they become tangible, and they become meaningful in relation to their own jobs and tasks.

Because when training programs are designed and developed toward business strategy, employees can better understand how they personally contribute to the achievement of business objectives.

And this understanding leads to their buy-in and reduces their resistance to training. This is why every training program should be practical and relevant to the roles and responsibilities of employees and directly assist them in achieving their performance goals.

Why do objectives have to be SMART?

When you write an objective, it should observe certain conditions that have been proven to be effective, such as the SMART method. This is an efficient approach to help you easily examine the objectives you’re creating. Likewise, it allows you to be more focused on the task, providing you with an easy-to-use listing of important considerations.

  • Specific. Your L&D objective must be specific. It should be clearly stated, while its meaning is easily understood by all stakeholders.
  • Measurable. The objectives must be measurable. Everyone can concur whether the learner satisfies a learning goal or not.
  • Achievable. The learner can actually reach the objective.
  • Relevant. The objectives must be relevant; they should be valuable both to the learner and the organization.
  • Time-bound. It must have a specific element of time. Adding schedules to L&D programs makes it more relevant and challenging to the learner and the trainers.

What are the steps for aligning L&D with business strategy?

The challenge for businesses now becomes: how do you achieve this alignment between L&D and business objectives? Aligning training with business strategy requires little more than six simple steps, followed in a logical order.

1. Identify your strategic business goals

Begin by recognizing the strategic business goals that everyone in the company should be working to achieve. This could be associated with actual hard objectives, such as increased productivity, profit, or revenues. Or this could be related to softer business objectives like organizational culture, customer experience, or brand image. But whatever the objective is, you must ensure that it can be measured.

2. Establish the performance outcomes required to achieve them

To achieve the strategic goals set in step 1, you must establish the performance outcomes that will demonstrate the learners’ success. Some examples of this can be:

  • a considerable decrease in the number of customer complaints, which could indicate an improvement in customer experience
  • some revenue increase due to higher sales

3. Identify the competency areas, tasks, and roles where this performance will be measured

You can now begin determining the particular skills, knowledge, tasks, and job functions that will help the company to perform the correct way. For instance;

  • How can remote teams use their technical expertise to better assist clients in their questions?
  • How marketing might help to achieve increased brand awareness by optimizing their lead conversions?

4. Evaluate the gaps and determine related learning goals

After establishing what competencies, tasks, and job functions can help a business reach its performance outcomes, the next step is to assess where do the skills gaps exist. For every job function, evaluate the degree of capabilities, skills, and knowledge.

Moreover, set the learning goals in job functions with gaps so that you can close them. For instance, if there is a gap in collaboration skills among remote staff, then the related learning goal can be to “enhance the collaboration skills among remote employees.”

5. Communicate these goals to learners

It’s clear as daylight that learning initiatives are meant to boost the market value of employees. However, never assume that your employees share the same understanding that it will also help the business reach its goals.

As such, clearly communicate to employees the value of attaining these learning goals. Likewise, inform them how their achievement will allow them to make a meaningful contribution to organizational strategy. This will likely motivate them that aside from helping themselves by learning, they can also help the company.

6. Design and develop the L&D program to reach learning objectives

With a clearly-defined direction, you can now design and develop training that is clearly aligned with broader strategic business objectives. It will be easier for learners to work toward their learning goals when you first design the L&D program specifically to address the identified skills gap. Nowadays, HR use technology tools like LMS platforms to facilitate this demanding task.

And when they achieve the learning objectives, employees will be better equipped to perform their duties. Ultimately, a highly-performing workforce can facilitate the achievement of business targets.

Learning and Development Process: How to Create the Right Objectives and Activities - Financesonline.com (2)

An LMS like Docebo facilitates the aligning of your L&D objectives with your business goals. With a single, highly-accessible view of all relevant L&D elements, HR can easily connect organizational goals with any HR activity, including training.

How to design effective L&D activities?

It is clear nowadays that learning and development is not a siloed function. As a core HR function, it should be integrated with other business goals like revenue creation and other HR activities likeperformance management.

An effective L&D strategy is one that delivers on all fronts, from employee learning and development outcomes to business results. Here are the steps that HR professionals must follow:

1. Conduct an L&D needs assessment

The initial step should be to evaluate the performance-related issues of employees to gain a better understanding of the actual situation and determine if L&D is the best course of action. If indeed learning & development offers the best solution to the problem, then it’s time to begin a basicneeds assessment. Those steps are:

  • Determine a clear business objective that the L&D program can support
  • Identify the jobs the employees must perform to help the business reach that objective
  • Recognize the L&D activities that will help the employees learn to perform the identified jobs
  • Use performance appraisal software to determine employee learning traits and behavior that will help enhance the L&D process.

2. Always use adult learning principles

The employees that need learning and development are adults, and they share certain special traits that make L&D work for them. If your L&D respects and appreciates these adult learning principles, your programs will likely be more successful. However, if it disregards these principles, you’re just wasting precious business resources and time.

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Here are some of these learning principles. Adult learners:

  • are goal-oriented and self-directed
  • come to L&D activities with a lifetime of existing views, experience, knowledge, and skills
  • learn when they know the actual value of L&D to them
  • want to be and feel respected
  • prefer learning that is relevant and task-oriented.

3. Design learning objectives

As discussed earlier, any L&D objective—and every HR goal, for that matter—must align with the company’s mission, vision, and overall targets. It’s the obligatory part of any L&D plan and activity.

In essence, learning objectives are a list of things the workers must be able to do after the training is completed. L&D goals are the ultimate reason for the entire program. Without goals, you’ll have a motor vehicle moving at full speed without a driver.

4. Develop learning and development materials

Designing L&D materials is like planning any other human activity. It’s the critical stage to prepare for everything that will come, so make the best out of it. So as you design your materials, remember the following key considerations:

  • Make preliminary designs and test them first before developing L&D activities
  • Integrate adult learning principles and useblended learning methods
  • Prioritize what your employees really need, not what’s convenient
  • Always create L&D training content and assessments that align with learning and development goals
  • Split L&D sessions into smaller, bite-sized activities to make them easier to digest
  • Integrate case scenarios and storytelling
  • Because people learn more by doing, use as much simulation or hands-on practice as possible
  • Allow learners to be in control of the learning process whenever possible
  • Provide enough opportunities for feedback

5. Develop your L&D materials

After designing your L&D materials, its time to develop them. It’s like you’ve written a new computer program and are ready to test how they run and determine if there are bugs in it.

You can create a wide array of L&D materials using various technology tools during this phase. Here are some choices:

  • Elearning tools for creating computer-based learning and development modules
  • Training materials for role-playing or hands-on activities
  • Common office programs for writing learning content, making handouts, and creating training outlines and notes
  • Presentation tools for hand-outs andin-class projections

These are only a few concepts. And keep in mind that technology continues to bring new possibilities every day. In fact, many L&D professionals already use new technologies like augmented reality as a learning and development tool to enhance employee training.

6. Implement the L&D program

A most important aspect when you’re already implementing L&D activities is communication. Ensure that youinform your employees about the complete details of the L&D programs they’ll undergo. In addition, communicate with them in advance so they’ll have plenty of time to adjust their schedules and perform any pre-training requirements.

The implementation of actual L&D activities can take various formats. It may be:

  • paper-based hand-outs or digital content for individual reading and study
  • classroom instructions
  • the completion of computer-based elearning modules
  • on-the-job skills-based training
  • practice opportunities like small group assignments, case studies, focus groups, or role-playing exercises
  • a combination of some or all of the above.

To accomplish most of your L&D activities, you only need to deploy a learning management system. An LMS is a software solution for assigning, delivering, tracking and reporting L&D programs.

A good sample LMS solution that supports these L&D activities is Docebo. By deploying this smart LMS platform, L&D professionals are empowered to more efficiently create the right learning and development goals and activities. Docebo’s AI-powered learning technology provides powerful automated learning management and helps both learners and organizations better reach their objectives.

7. Evaluate the L&D process

After implementation, you must verify whether the L&D activities were efficient and successful in meeting the goals. An effective method involves evaluating the effectiveness of your training at four different levels. These are:

  • The reaction of employees to the L&D process
  • Actual learning that employees gained
  • Post-training job behavior of employees
  • The measurable business outcomes

After evaluating, you can now ascertain whether the training was as effective. But if the results were not that good, you need to make the appropriate changes in some aspects of your L&D plan, test, and apply them again.

Learning and Development Process: How to Create the Right Objectives and Activities - Financesonline.com (3)

Docebo’s AI-powered automation can instantly provide learners with relevant L&D topics to ensure they have the relevant skills and knowledge in their jobs.

Things we’ve learned

And there you have it. You’re now more informed about some crucial, underlying aspects of the L&D process and how you can create the right objectives and activities.

Because every employee and organization is different, it takes considerable time and effort to study, test, and apply the suitable L&D plans and activities for your specific context. But by understanding and following the abovementioned tips and guides, you’ll discover that your L&D programs will be much more effective. And this will result in an increased L&D ROI, a happier workforce, and attained business goals.

Finally, in case you’re in the market for a robust LMS to help ensure better outcomes in the design and implementation of your L&D objectives and activities, it’s always best to test one first. In that regard, it’s a learned decision to try one of today’s best solutions and avail of Docebo‘s awesome free trial offer.

Learning and Development Process: How to Create the Right Objectives and Activities - Financesonline.com (4)

By Jenny Chang

Jenny Chang is a senior writer specializing in SaaS and B2B software solutions. Her decision to focus on these two industries was spurred by their explosive growth in the last decade, much of it she attributes to the emergence of disruptive technologies and the quick adoption by businesses that were quick to recognize their values to their organizations. She has covered all the major developments in SaaS and B2B software solutions, from the introduction of massive ERPs to small business platforms to help startups on their way to success.


What are the objectives of learning and development? ›

The goal of Learning and development is to align employee goals and performance with that of the organization's. Those responsible for learning & development within an organization must identify skill gaps among employees and teams then develop and deliver training to bridge those gaps.

What is the process of learning and development? ›

Learning and development is the process of acquiring and developing knowledge, skills, capa- bilities, behaviours and attitudes through learning or developmental experiences. It is con- cerned with ensuring that the organization has the knowledgeable, skilled, engaged and committed workforce it needs.

What are the 5 steps in the training and development process? ›

Training can be viewed as a process comprised of five related stages or activities: assessment, motivation, design, delivery, and evaluation.
Explore five stages of the training process:
  1. Assess.
  2. Motivate.
  3. Design.
  4. Deliver.
  5. Evaluate.

How do you begin to develop learning objectives as a teacher? ›

The key to developing objectives is to focus on the ABCD (audience, behavior, condition, and degree) model: Audience: Who is the target audience?
  1. Keep language concise and student friendly. ...
  2. Write from the student's perspective. ...
  3. Ensure all objectives are observable and measurable.

What are my development objectives examples? ›

Examples of personal development goals for work
  • Improve your time management.
  • Develop emotional intelligence.
  • Cultivate resilience.
  • Listen actively.
  • Develop a growth mindset.
  • Develop a reading habit.
  • Learn new things.
  • Improve your public speaking skills.

How does training and development help to achieve the strategic objectives of an organization? ›

Training and development affect a company's business strategy by promoting the specific skills development needs to expand into new areas of business or fend off rivals looking to encroach into its business areas.

How learning and development can be used to improve workplace performance? ›

Training and development helps companies gain and retain top talent, increase job satisfaction and morale, improve productivity and earn more profit. Additionally, businesses that have actively interested and dedicated employees see 41 percent lower absenteeism rates, and 17 percent higher productivity.

What are learning and development programs? ›

Learning and development programs (also known as L&D) help leadership identify the skills necessary to keep their organization moving forward, evaluate where their employees stand with those skills, and develop a learning program to help fill in any gaps and ensure their teams are set up for success, both on an ...

How do you create a learning and development team? ›

11 Steps for Building an Effective L&D Strategy in 2022
  1. Understand Your Business Strategies. ...
  2. Determine Ownership of L&D Between HR and Department Heads. ...
  3. Set Clear Corporate L&D and Training Goals. ...
  4. Conduct a Skills Gap Analysis. ...
  5. Design Contextual Learning Paths for Different Roles. ...
  6. Invest in Your L&D Software Stack.
18 Oct 2021

What is learning and development experience? ›

A specialized HR function, learning and development (L&D) is defined as the process of empowering employees with specific skills to drive better business performance.

What are the types of learning and development? ›

The following is a list of the most common types of learning and development programs:
  • Orientation. ...
  • Onboarding. ...
  • Technical skills development. ...
  • Soft skills development. ...
  • Products and services training. ...
  • Quality training. ...
  • Safety training. ...
  • Team training.

What are training and development activities? ›

Training and development initiatives are educational activities within an organization that are designed to improve the job performance of an individual or group. These programs typically involve advancing a worker's knowledge and skill sets and instilling greater motivation to enhance job performance.

What is the first step in the training and development process? ›

The first step in the training and development process is to analyze the need for training and development. It is analyzed by the top management and middle management of an organization. It is used by management for organizational change.

Which one is the most important step in the training process? ›

The evaluation of training programs are without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer.

Why are learning objectives important for students? ›

When displayed to students, learning objectives set student expectations, guide their learning processes, and help them focus their study time for the upcoming exam(s).

What is the purpose of introducing learning objectives to students? ›

Learning objectives (also known as learning outcomes) are essential for effective learning. They help to articulate what students should be able to do as a result of the instruction and consequently aid in designing more effective instruction planning, activities, and assessments (Gronlund, 2000).

How do you make an objective? ›

Each objective should begin with a verb that describes an observable behavior, such as "describe, summarize, demonstrate, compare, plan, score", etc. You can observe the participant and measure how well the objective was met.

What are the 3 main objectives of development? ›

There are three core values of development: (i) sustenance, (ii) self- esteem, and (iii) freedom.

What are the objectives of development plan? ›

Development planning objectivesOverall objective of a development plan is to encourage continuous learning, performance improvement andpersonal growth, but it also has other, more specific objectives, namely to:oimprove employees' performance in their current jobs: includes suggested courses of action toaddress ...

What are the 3 learning objectives? ›

In summary, Cognitive objectives emphasize THINKING, Affective objectives emphasize FEELING and. Psychomotor objectives emphasize ACTING.

What are the three objectives of development? ›

There are three core values of development: (i) sustenance, (ii) self- esteem, and (iii) freedom.

What are the 5 performance objectives? ›

The key to having good all-round performance is five performance objectives: quality, speed, dependability, flexibility and cost.

What are my learning objectives? ›

Learning objectives should be brief, clear, specific statements of what learners will be able to do at the end of a lesson as a result of the activities, teaching and learning that has taken place. They are sometimes called learning outcomes.

How do you create an objective? ›

5 Steps to Writing Clear and Measurable Learning Objectives
  1. Identify the Level of Knowledge Necessary to Achieve Your Objective. ...
  2. Select an Action Verb. ...
  3. Create Your Very Own Objective. ...
  4. Check Your Objective. ...
  5. Repeat, Repeat, Repeat.
5 Jun 2022

How do you set objectives? ›

That's why we've collected these tips:
  1. Keep it Simple. Focus on objectives you know you can achieve in the given timeframe. ...
  2. Be Specific. ...
  3. Cascade Your Objectives. ...
  4. Make it Measurable. ...
  5. Don't Worry About Stretch Goals. ...
  6. Break Key Results into Smaller Goals. ...
  7. Celebrate and Recognize.
25 May 2021

What are objectives examples? ›

Examples of objectives include: I will speak at five conferences in the next year. I will read one book about sales strategy every month. I will work with a coach to practise my networking skills by the end of this month.

What is the most important objective of development? ›

But at all levels of development, the three essential ones are for people to lead a long and healthy life, to acquire knowledge, and to have access to resources needed for a decent standard of living. Human development is defined simply as a process of enlarging these and other choices.

What are the objectives of development planning? ›

Development planning objectivesOverall objective of a development plan is to encourage continuous learning, performance improvement andpersonal growth, but it also has other, more specific objectives, namely to:oimprove employees' performance in their current jobs: includes suggested courses of action toaddress ...

What is the importance of development? ›

As well as creating better jobs, development is important for a country because it improves business and trade. As countries develop more international companies move in and trade with other countries grows. This further improves the countries economy and also further increases the range of good jobs on offer.

What is a performance objective example? ›

Some examples of customer-focused key performance objectives include attendance. Employees must show up for work to provide quality customer service. Set a goal of a percentage or number of attendance days the employee must meet within the performance period.

What makes a good performance objective? ›

Defining good performance objectives

Specific: Set clear expectations—as specific as possible. This keeps people focused on exactly what you need from them. Measurable: Make items as quantifiable as you can. If the objective can be defined using numbers, do so.

What is a process objective? ›

Process Objectives document and measure the integral steps your organization will take to achieve its goal: what your program will do, and how your program will do it. These objectives may include activities, meetings, workshops, participants, interactions, and deadlines.

What are the four main purposes of learning objectives? ›

Learning objectives are known to be made up of a number of components. The most known components are those identified by an educational theorist Robert Marger. The major components are audience, condition, standards and behavior.

How do I create a smart learning objective? ›

How to formulate SMART goals
  1. Start by dividing and conquering. Write down exactly what you want to achieve, why you want this so badly, and who else might be involved along the way.
  2. Set a quality measure for your efforts. ...
  3. Create support. ...
  4. Don't set the bar too high. ...
  5. Make sure you have a clear timeline.
29 Dec 2020

How do you create a smart learning objective? ›

An effective learning objective should include the following 5 elements: who, will do, how much or how well, of what, by when. 1 The mnemonic SMART—Specific, Measurable, Attainable, Relevant, and Time-bound—can be used to describe the elements of a well-written learning objective.


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