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Under pressure

Learning and development is under

increasing pressure to perform. With all

sectors of the economy facing uncertainties

and questions over productivity, learning

professionals in organisations - and their

advisers and suppliers - are facing calls to

respond by adding value and helping to

deliver change that works.

Towards Maturity's 2018 benchmark research

underlines how L&D has to transform to help

organisations put learning at the heart of their

strategy and operations. L&D needs to

encourage mangers to embrace change;

Towards Maturity found that 58% report that

line managers are reluctant to encourage new

ways of learning, an increase of 4 percentage

points on 2017.

Further evidence of the slow pace of digital

transformation comes from the survey by

learning technology company D2L. Its

research found that there is a clear disconnect

between what employees are expecting in

terms of the learning experience, and what

organisations are delivering.

A widening gap exists between the

technology we are using in our every day lives

and the technology we are asked to use while

undergoing workplace learning. This gap

must be closed. Employees are eager to learn

both to improve their skills and their career

prospects and to add value to their employer,

but their patience is tested when the learning

tools they are offered so firmly belong to

yesterday.

Learning and continuing professional

development (CPD) is becoming increasingly

important to employees and L&D should be

taking advantage of such motivation. They

have reset their expectations about where,

why and how they learn. L&D needs to work

hard to catch up ensuring that organisations

leverage technology so that individuals have

the best learning experience possible and

organisations have the agility and

competitiveness that they need to survive.

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Peter Williams

Editor

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