Training and Development Survey
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Training and Development Trends: A UK Perspective, Slides of Human Resource Management
Insights from a training and development survey conducted by docsity.com. It covers various aspects of training in the uk economy, training spend and budgets, evaluating the benefits of training, learning in organisations, and trends in training practice. Key findings include the importance of coaching and e-learning, the role of organisational culture, and the impact of funding on training activities.
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2011/2012
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Training and Development Survey
Key findings
Training in the current economic climate
Training spend and budgets
Evaluating the benefits of training
Learning in organisations
Trends in training practice
Coaching
Impact of Government skills initiatives
Training spend and budgets
The average size of training budget across the sample is£577,055.^ When the size of training budget was analysed byorganisational size, the average spend per employee rangedfrom £602.45 to £884.06. Over 80% of the respondents have training budgets coveringexternal courses, conferences, hiring externalconsultants/trainers, books and manuals. These ‘top three’items have not changed in the last three years.
Evaluating the benefits of training •^
The top benefits of organisational training arerelated to improving skills directly related toimmediate job demands: competence and technicalskills. More general organisational benefits such asmotivation, job satisfaction and retention aregenerally regarded as of ‘some benefit’.
•^
Most respondents regard induction, technical skills,health and safety training as the most ‘cruciallyimportant’ types of training in organisations.
Trends in training practice •^
Coaching has experienced the largest increase inusage in the last few years, compared with otherforms of training provision. E-learning followed aclose second.
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Over three-quarters of the respondents tackle thelack of time for training/learning by making learningopportunities more ’bite size’, relying on flexibleprovision of learning materials and making coursesshorter.
Coaching
78% of the respondents report that coaching takes place intheir organisations. Organisations are twice as likely to use coaching forimproving individual performance than for any other reason.. Over 90% of the respondents believe that when coaching isapplied appropriately, it can positively influence the ‘bottomline’. For effective coaching, respondents believe that managersneed appropriate skills and that the organisational culturemust be supportive of learning and development..
Summary
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A
generally healthy picture of training and development
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Training spend remains relatively resilient, but it was a better yearfor the private sector
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Widespread belief that training delivers ‘great benefit’ toorganisations
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Most significant growth areas in training are coaching and e-learning
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Coaching is now a widely used development tool, but some issuesexist that may prevent it fulfilling its potential
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On the job training and coaching/mentoring are the most effectiveways that people learn
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Cultures that support learning and development are believed to bethe most critical factor in helping people learn
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Move towards a more learner centred approach has significantimplications for training practitioners