Abstract:
As workplaces evolve, Learning and Development (L&D) must integrate legal, psychological, and
inclusive strategies to ensure workforce adaptability. This study examines Sri Lanka’s L&D landscape,
highlighting gaps in legislative support, financial incentives, and employer-driven training. A comparative
analysis with countries like Singapore and Germany underscores the benefits of structured policies such as skills
levy systems. Psychological theories, including Self-Determination Theory and Growth Mindset, emphasise
motivation and engagement but face practical barriers in implementation. Inclusion and diversity remain critical
yet underutilised factors in L&D. The study advocates for structured policy reforms, AI-driven training, and
equitable learning environments. By integrating legal mandates, motivational strategies, and leadership
accountability, Sri Lanka can modernise its L&D framework. Future research should empirically assess these
approaches and explore how intersectional barriers affect workplace learning. A comprehensive, evidence-based
approach to L&D will drive workforce resilience, inclusivity, and national economic growth
