Organisations not seeing L&D impact

by L&D10 Feb 2017

LinkedIn’s 2017 Workplace Learning Report, which was released this week, revealed some interesting – and worrying – figures when it comes to the attitude of organisations towards L&D.

The report found that while 69% of organisations see talent as their top priority, only 8% of CEO’s see impact from L&D programs.

The finding suggests an up-hill battle for L&D professionals to demonstrate value and earn greater executive support.

In the survey, two-thirds of L&D professionals said L&D was centralised within their organisation, while a third said L&D was decentralised across HR, Business Operations, IT, Customer Service, Sales, Marketing, Engineering, and Finance.

Objectives also varied. The report found that L&D professionals at smaller organisations 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,” the report stated.

“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. Below, the

  • 80% of L&D professionals agree that developing employees is top-of-mind for the executive team.
  • 92% of executives agree there is a skills gap in the U.S. workforce.
  • 90% of executives say that L&D programs would help close the gap.


“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,” the report stated.

“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 a quarter are willing to recommend their program to peers.”

Perhaps connected to this, say the report’s authors, 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,” the report said.


Related stories:
Why investing in L&D is vital
Study reveals big changes in workplace learning
 

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