New research sponsored by Oxygen Learning and the Human Capital Institute (HCI) underscores growing industry concern that the L&D function needs to be modernized – and more important be more closely aligned with corporate growth – or risk being outsourced.
And according to the research, the starting gun has already been fired.
Various reports have shown that L&D and HR departments are often viewed by CEOs as ineffectual and non-strategic. As such 61% percent of L&D providers report they have changed L&D structure and operations in the past two years alone.
Below are some highlights from the reports:
69% of providers think that L&D has a strong partnership with the business, yet less than half (41%) think they have efficient L&D processes; moreover less than 25% think they are “Very Effective” or “Extremely Effective” at creating sustainable behaviour change with frontline staff
L&D and HR departments are often viewed by CEOs as ineffectual and non-strategic. As such, 61% of L&D providers report they have changed L&D structure and operations in the past two years
High-performing organisations are up-skilling L&D team members and investing in technologies; low-performing organisations are increasing their staff and budget
Rubber not meeting the road
The most common metrics assessed by L&D teams relate to affective/attitudinal and employee engagement, but frequently, these are not tied to business outcomes
75% say realistic training environments are very important, but only half say they are currently available at their organisations; Instructor-led classroom training is the most common delivery method, but on-the-job training is rated the most effective
Classrooms on way out?
L&D providers rate classroom training as more effective than did L&D customers. Not surprisingly then, high-performing organisations are increasing self-learning options; while low-performing organisations are increasing classroom training
Send in the SEALS
In high performance organisations most often L&D is a specialist team reporting to the HR function. Low-performing organisations are more likely to have their L&D team reporting to business unit leaders
Disruption looms for corporate learning
Are you effectively managing business expectations of L&D?
What you should be asking your learning provider