BY NICOLE DOMINIQUE LE MAIRE
It's the same old story. The Chartered Institute for Personnel and Development (CIPD), together with Cornerstone, a software company, sent out a Learning and Talent Development Survey to check out which training methods companies were using, and which ones were effective.
The results were:
a) Traditional training methods were not very effective
b) Most workplaces used traditional training methods
Out with the old
So what are the traditional training methods that this survey picked out as being largely ineffective? They included professionally created courses that were delivered by an external agency, but the survey revealed that most workers (52 per cent) found in-house development more effective.
In addition, 46 per cent learned best from their line managers while 39 per cent cited 'on the job' training as the most useful of all.
Of course, the quality of training on the job requires a line manager who has the ability to deliver the training in the first place. Therefore, investment has to be made in training line managers in the organisational and communication skills needed to train others.
Inclusive in-house development
The survey revealed that only two in five companies extended their in-house development programmes to all staff. Many of the others selected only those employees who showed potential. But if we take the view of Spender and Strong that leaves an incredible amount of talent left untapped sitting at their desks.
To mobilise the entire HR department, all staff need to be valued enough to put them on development programmes. And if you think that e-learning has removed much of the need for such things as train journeys, hotel beds and even heavy manuals and handouts, there should be a way to implement that ambition without incurring too much extra expense.
Who are you training?
Like it or not, the younger generation are often more comfortable with clicking, swiping and scrolling than – heaven forbid – reading and writing. On the other hand, older members of the department may struggle with new technology. The secret is to have a flexible approach to the way training is delivered so that it can be catered to the learning styles of different employees.
Singing from the same hymn sheet
Another strategy that some forward-thinking companies are integrating with their training is 'internal marketing'. This is where employees are marketed to in the same way as external customers.
Trainers at the forefront
Finally, top down approaches, often informed by a 'what worked back in the day' mentality, need to give way to a more collaborative training programme with learning and training development people allowed to step up to the plate. Informed by the latest research, only then can companies start providing dynamic training that actually works – for every department, including HR.
Nicole Dominique Le Maire has gained a reputation as a highly valued leader within the female business and Human Resources Industry. she is also the co-author of two books, including The Female Leader.
needs to move on
why hr training
Workforce Development