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Advance through learning

A LACK OF MEASURES TO JUDGE THE VIABILITY OF THE LEARNING PROGRAMME IS A CHALLENGE

About half of the organisations surveyed by a business magazine reported an approximate 19 per cent increase in their L&D spending this year. The survey's findings underscore the continued rise in learning budgets as organisations recover from the recession. As businesses emerged from the economic crisis, many leadership roles were underdeveloped, in turn shrinking the succession pool. Across the board, organisations were `shockingly unprepared' for the talent and leadership shortage. This led to the emphasis on learning programmes.

  • BETTER CORPORATE TRAINING TECHNIQUES - A 2013 survey, produced in partner ship with Cornerstone, provides data on the main trends and issues in learning and talent development. Some of the trendsetters for this year include e-learning, classroom learning or collaborative and social learning, talent management, leadership development, apprenticeships, employee orientation for new starters and assessing the impact of L&D.
  • POSITIONING OF L&D - One of the lacunae with most learning programmes is the lack of measures to judge their effectiveness. Post-learning effectiveness is a critical area of concern. In the absence of continuous effective learning systems in an organisation, there are chances of goal incongruence. This may lead to organisational conflict, which has an adverse impact on the performance of an organisation.
  • RELUCTANCE TO TRAINING Despite the clear need to keep employees up-to-date, small organisations often show a reluctance to train. There is also a lot of reluc tance in sharing. Knowledge-sharing has to be promoted as a part of an important wing of L&D.
  • LEARNING, A CULTURE There is a strong need to create awareness among the employees about the benefits of learning. When it is made mandatory, the real learning may not happen and many may try shortcuts. Role models who drive a learning culture and display internal case studies of employees growing personally and professionally due to the right usage of learning opportunities, can drive learning as a culture within the organisation.

While L&D can be expensive, it is still considered worthwhile in terms of achieving the long-term benefits of the company and the individual.

Thomas Mathew, General Manager - HR, RS Soft Tech Global Services

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