Employee learning and Development initiatives by companies

Recent survey by wisdom jobs on “Employee learning and Development initiatives by companies” found that over 52% small organizations prefer develop managers and leaders as main criteria and 59% large organizations prefer the same. Over 36% small org support career development for employees and 40% support large organizations support the same. Meanwhile 45% small organizations help employees develop technical skills. Organizations are investing more in talent development.

Employee learning and Development initiatives by companies

Among them nearly 69% of L&D professionals say that talent is the number one priority in their organizations, and over ¼ are expecting a budget increase in 2017 for L&D programs. L&D is a highly varied function, from structure to top objectives in any organization. ⅔ Of L&D pros say L&D is centralized within their org, while ⅓ say L&D is decentralized across HR, Business Operations, IT, Customer Service, Sales, Marketing, Engineering, and Finance. Objectives also vary. L&D professionals at smaller orgs are more likely to focus on training technical skills, while those at larger companies say career development and soft skills are more important. Developing employees is important to executives, but demonstrating business value proves challenging. 80% of L&D pros agree that developing employees is top-of-mind for the executive team. Yet L&D pros are challenged with limited budgets, small teams, and a gap in demonstrating return on investment (ROI). To tackle these challenges L&D must demonstrate business impact. Proving value to learners is equally important, and proves to be equally challenging.

The survey revealed that half of L&D pros are challenged to get employees to make time for L&D. With the influx of technology in the workplace, modern learners are demanding more modern formats for learning. Yet our data shows the number-one method for training today is still through an in-person classroom setting. L&D professionals see room for improvement in their own programs. L&D pros are a self-critical bunch. Our data show that less than ¼ are willing to recommend their program to peers. Perhaps connected to this is the fact that only 60% said L&D leaders have a seat at the table with their C-suite. To earn executive support, L&D must tackle top challenges and demonstrate value in 2017.Talent development is top of mind for organizations.69% of L&D pros say that talent is the No. 1 priority at their companies.

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