I wonder what might happen if an organization got rid of its L & D department and then took half of the savings that change generated, spread it amongst its employees as annual 'learning bonus' in return for a personal assessment and learning plan that allowed any individual to engage in whatever configuration of formal and informal learning the individual decided was best for themselves and their needs to learn (with the proviso that the minimum expectation is what (I think) is often termed 'fully-proficient" at the work required.

Necessary formal learning (on new procedures, tools, legislation, etc.) would be identified and planned for by the individual in combination with HR and line management ?