This post contains a summary of research into learning and development, and performance improvement in May 2008. All work is that of the authors, and I have provided links to the original articles.
Commentary on the 2008 CIPD Learning and Development Survey
Four leading commentators reflect on different aspects of the findings of the 2008 CIPD Learning and Development Survey, to identify the main implications for practitioners and for the organisations they work for.
Roger Opie, explores how to prepare young people for the workforce of the future in the context of the future skills needs of the UK.
Martyn Sloman, explores how learning and development is evolving, and suggests what the future holds in store. The article’s title offers a clue: “Learning and development – from top-down to support and challenge”.
Donald H. Taylor, explores the contradictory findings of the Survey with regards to e-learning, and argues that e-learning has come of age and is now simply regarded as part of the learning mix.
Martin Howe, in “Coaching at the crossroads – is it enough to position coaching activities with line managers?”, argues that a strategic choice is emerging between leaving coaching positioned with line managers, or using internal coaches and peer coaches.
The commentary is available here from the CIPD’s website.
Wacky training: Do unconventional methods really work?
Dawn Smith, writing for TrainingZone explores how offbeat and experiential training methods add to the L&D mix. In the article, she quotes Victoria Winkler, CIPD advisor, who says that: "In previous years there was more emphasis on formal training, but now organisations are thinking more deeply about their approach. There is a whole myriad of things going on, and they are not just gimmicks. They are a way to get people engaged".
The article appears here.
A third of the UK workforce is de-motivated
Trainingzone reports that 30% of UK employees are de-motivated in their current role, according to research published by Investors in People UK. The research suggests that a significant number of employees are de-motivated, and many valuable employees are planning to leave their employer.
The article reports that many employees feel the need to leave because of a lack of a employee development: “employers focus their efforts on the initial induction stage but then, as employees settle in, let employee development fall down the list of priorities”.
The article appears here.
A second-class citizen? Is training the poor relation of HR?
Annie Hayes writing on TrainingZone enters the debate over whether training deserves its image as second best to HR. She explores practitioners views as to the relative importance of training to organisations, and concludes that value of training, learning and development varies from sector to sector and organisation to organisation. “What L&D is doing well is cutting out expensive and often ineffective training courses and this can only help raise its profile”.
One quote which is particularly incisive is that from Gary Saunders, change management and HR specialist, who comments: “So if senior management make the assumption that training has lots of positive benefits, but that contribution to performance isn’t necessarily one of them, then it’s hardly surprising that it’s a target for cuts when the economic climate turns chilly".
The article appears here.
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