12
November, 2008
The
Chartered Institute of Personnel and Development (CIPD)
today launches a research insight into the role of training and learning - Supporting,
Accelerating and Directing Learning - in our service-led and knowledge-driven
economy, following the third year anniversary of its Virtual Trainers Network
established in November 2005.
Drawing
from the findings of the Virtual Trainers Network's online polls and discussion
threads, as well as numerous projects, the report argues for a new definition
of the trainer role to that of a facilitator of learning embedded specifically
to the needs of employees and the organisation. It argues that this will in turn
help to create a culture where learning is relevant to the needs of the learners,
and more integrated in the day-to-day activities.
To
embed learning, the line manager is crucial. The 2008 CIPD Learning and Development
survey reported that there is a positive shift to line managers being involved
in determining learning and development needs (86%), with half predicting line
managers will have greater responsibility in the next five years (49%). The 'embedded
approach' also needs to be applied to coaching, which is now practised in the
majority of organisations (71%).
Deemed
especially important is the need for buy-in from employees and line managers alike
as well as top management commitment to realise the full potential contribution
of learning, training and development.
Martyn
Sloman, Adviser Learning, Training & Development at the CIPD, says: "Managers
at all levels must be able to see that the training and learning interventions
are closely aligned to business requirements. If that happens they will benefit
immediately and put less pressure on the training department to prove itself.
Otherwise, they will only play lip-service and not give the support that is essential
if new skills and knowledge are to be transferred back into the workplace."
Strategically
aligning learning and development with organisational priorities can prove difficult,
however, according to a 2007 Virtual Trainers Network poll which identified a
major area of difficulty: 40% indicated that their organisations strategy is unclear
and 60% highlighted that top managers do not see learning training and development
activities as strategic. Additionally, respondents agreed that decisions about
spending are determined more by year-on-year budget levels rather than by the
identification of strategic priorities.
Martyn
Sloman continues: "The challenge for trainers is stated. We must stop being trainer-centric
and become business and learning-centric. The requirements for skills in a service-led
and knowledge-driven economy are different from the command and control workplace,
with its tight job descriptions.
"We
want employees to learn, which is a discretionary activity. You can make people
sit in a training room, but you can't make them learn. Still less can you make
them apply what they have learned or share that learning with others.
"21st
century trainers need a new mind-set as well as a new skill-set."
_________________________________
*
The Chartered Institute of Personnel and Development (CIPD)
is the United Kingdom's leading professional body for those involved in the management
and development. They have 130,000 individual members and their objectives are
to lead in the development and promotion of good practice in the field of the
management and development of people, for application both by professional members
and by their organisational colleagues.
Source:
CIPD
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