7 key findings from the latest Talent Management research

Whilst flicking through Twitter the other day I spotted a new Talent Pulse report out from the Human Capital Institute and CGS Learning. The report explores the latest trends and challenges in talent management and is released each quarter.

Some interesting points that we thought were worthy of note…

• In 2012, U.S. organisations spent $164,200,000,000 dollars on training and development and, on average, employees receive 38.5 hours of training per year
• Yet, only 39% of practitioners report that their organisation regularly reviews and improves delivery of L&D programs and only 21% measure if learning is used on the job.
• In the next two years, the overwhelming majority (81%) of surveyed practitioners plan to increase their development of managers as coaches of employees
• Formal mentoring programs for all employees is expected to grow 131% over the next two years.
• Access to a professional coach practitioner is expected to grow 90% over the next two years
• Focus on creating strong learning culture
• Currently, the measurement of L&D programs is focused on tactical, present-focused metrics rather than being anticipatory of future needs or evaluating the business impact. With the lack of measurement and infrequent strategy discussions, L&D functions can miss opportunity to add value to the business and its employees.

 

Great to see that there is focus being given to the power of mentoring and coaching, and the value that L&D can add if aligned to business goals. It’s disheartening that still only 21% are actually measuring the application of learning to the workplace. With a robust transfer of learning process, practitioners could turn these stats on their head and be less worried about the measurement by being able to see the change. Of course with my learning transfer glasses on I would say that!

Keen to hear your thoughts.

 

 

Hundreds of L&D professionals have expressed interest. What’s stopping you?