This week the CIPD launched its annual training survey - Learning and Talent Development 2010 - this week. You can see the top level findings in the press release for the survey. The survey is also available to download.
The top level findings make for interesting reading:
So, no surprises then that e-learning has become popular over the last year - desk delivery is far cheaper than taking employees off site, for example.
But what did stick out for me was what learning and development professionals thought were the most effective ways of delivering training.
The top three were:
So it might be reasonable to assume that L&D professionals are using elearning because it is a cheaper form of training delivery but they don't actually think it is particularly effective. An interesting question here is: why is that?
The top level findings make for interesting reading:
- For almost half (46%) of organisations, the major organisational change affecting learning and talent development in the next five years will be a greater integration between coaching, organisational development and performance management to drive organisational change
- For almost four in ten (37%), it will be greater responsibility devolved to line managers.
- Main changes in organisations' learning and talent development departments over the last year included the department becoming more business-focused (38%), a reduction in external suppliers and a move to in-house provision (31%)
- Use of e-learning has increased the most in the past year, with six in ten (62%) organisations saying they use it more now than in 2009.
So, no surprises then that e-learning has become popular over the last year - desk delivery is far cheaper than taking employees off site, for example.
But what did stick out for me was what learning and development professionals thought were the most effective ways of delivering training.
The top three were:
- In-house development programmes - 56%
- Coaching by line managers - 51%
- On the job training - 30%
So it might be reasonable to assume that L&D professionals are using elearning because it is a cheaper form of training delivery but they don't actually think it is particularly effective. An interesting question here is: why is that?
Is it simply too long being focused on formal training and the fact that elearning has had a chequered history in terms of successful outcomes? There will be lots of reasons but as social media tools begin to
impact on the way employees do things (from shopping to socialising) in
their social life and in their working life (social networks within
company firewalls, use of wikis etc), employers can expect more interest and potentially more engagement in less formal, more social forms of learning.
Social media tools provide an opportunity for organisations to become more social, as argued by Jon Ingham over on Personnel Today. And learning and devlopment will have a critical part to play in this by using more collaborative tools.
Arguably, social media tools are disrupting traditional elearning concepts and now is the time for learning and development professionals to understand how these tools work and how they can benefit the organisation. And the good thing here is that some of the tools are free or low cost.
Final word goes to Jane Hart at the Centre for Learning and Performance Technologies who highlights the need for L&D professioanls to embrace less formal learning techniques in this very interesting article.
Social media tools provide an opportunity for organisations to become more social, as argued by Jon Ingham over on Personnel Today. And learning and devlopment will have a critical part to play in this by using more collaborative tools.
Arguably, social media tools are disrupting traditional elearning concepts and now is the time for learning and development professionals to understand how these tools work and how they can benefit the organisation. And the good thing here is that some of the tools are free or low cost.
Final word goes to Jane Hart at the Centre for Learning and Performance Technologies who highlights the need for L&D professioanls to embrace less formal learning techniques in this very interesting article.
Social technologies allow self-organising individuals and groups to address their own learning, performance and business problems in their own ways - much more speedily than L&D can normally solve a problem (by designing, delivering and managing a formal course or workshop).
L&D therefore needs to decide whether they want to remained focused on training or play a part in the wider arena of organisational "learning", and be prepared to support all its forms rather than manage solely formal learning.
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Comments (3)
Online collaborating and teaching can work, If you have trust and the right tools.
I recently tried http://www.showdocument.com - good app for uploading documents and working on them in real-time.
Most file types are supported and it needs no installation. - andy
Posted by andy | April 25, 2010 10:01 AM
Posted on April 25, 2010 10:01
Thanks for the comment, Andy. I think you highlight a key factor here and that is trust. There are increasing numbers of collaborative tools - showdocument looks good - but can employers trust their staff enough to use them?
Posted by Anonymous | April 26, 2010 10:09 AM
Posted on April 26, 2010 10:09
Very interesting post, Martin!
Latest IRS/XpertHR benchmarking survey data on line manager training paints a still more dismal picture of employers' views on e-learning.
When asked what represents the most effective method for delivering people management training to line managers, only around 2% of respondents pointed to e-learning (http://www.xperthr.co.uk/hr-benchmarking/question/108635/.aspx). In contrast, traditional, in-house, classroom-based training was rated the most effective method, cited by around one-quarter (25.7%) of respondents.
Although this survey is focused specifically on the delivery of highly-specialised people management training to line managers, the results data nonetheless suggest that many employers have yet to open their eyes to the potential of e-learning, let alone of social learning.
Posted by Michael Carty | May 5, 2010 10:01 AM
Posted on May 5, 2010 10:01