CIPD publish a report each year based on a survey of L&D professionals aiming to help us understand the trends, challenges and changes in L&D. CIPD has ben collecting this data for over 17 years, has over 135,000 members and arguably sets the benchmark for excellence in people and organisational development. For these reasons we have digested and identified ‘The top 7 Challenges for L&D Managers from the CIPD Annual Survey Report 2015’, so that you can further improve what you do for your learners:
1. Continued shift towards integration with business strategy
On page 14 the report tells us that the ‘…next two years will focus on closer alignment with the business strategy.
Challenge: How well does your L&D plan align with the business strategy?
2. Assessing the impact of learning and development activity
The report shares with us 14% of L&D professionals do not evaluate the majority of their L&D activities and 33% limit their evaluations to the learners’ satisfaction.
Challenge: Do you use a training provider that evaluates on 5 levels?
3. Understanding how to enhance learner engagement
On page 23 the report shows us areas that most contribute to the success of a L&D professional. The first area is ‘business and commercial awareness’, and the second is ‘understanding how to enhance learner engagement’. Our unique ‘Sticky Learning ®‘ method has increased learner engagement – Over 400% more knowledge retained by learners.
Challenge: How do your learners rate their engagement? And how can you improve it?
4. Little or no encouragement of the L&D capability
Over 20% felt that there was little or no encouragement of the L&D professional to become more capable. This might be a ‘sick doctor’ syndrome where the L&D professional is neglecting their own development.
Challenge: How much are you practising what you preach? Do you have a personal development plan?
5. Using learning technologies to improve the intervention of L&D
Most L&D professionals are not confident of the effect of using learning technologies on L&D interventions. On page 16 the report shows us the impact of learning technology in the next 5 years, and yet our confidence in making them effective.
Challenge: How can you make your learning technology more effective?
6. Decreasing of the L&D resources
The majority of L&D professionals share, in the report, that their spending is likely to be cut. Without thorough assessment and justification of what has been spent and then what has been delivered, ‘the training budget’ will always be seen as a nice to have verses production equipment, pay rises, etc.
Challenge: How prepared are you for the budget discussion, armed with your ROI?
7. Line manager engagement needs improvement
The report does not mention line manager engagement. We believe that this is a huge challenge for L&D professionals, which is why we designed ‘Sticky Learning ®’ to include the line manager. The initial ‘Learning to Learn‘ training course buys in the line manager at the start and then we continue to keep them involved through the ‘Manager Pieces’.
Challenge: How can you increase the engagement of the line managers?
About the CIPD
The CIPD is the professional body for HR and people development. Over 100 years old . The not-for-profit organisation champions better work and working lives and has been setting the benchmark for excellence in people and organisation development for more than 100 years. It has more than 135,000 members across the world, provides thought leadership through independent research on the world of work, and offers professional training and accreditation for those working in HR and learning and development. You can feedback or ask questions of the research adviser Ruth Stuart by emailing firstname.lastname@example.org
Of the 7 challenges, which concerns you most? Please share your view by commenting below.