The changing face of learning and development (cont.)
Understanding the organisation’s learning and development needs is a critical first step in ensuring your investment in learning and development is effective. According to CIPD, only about half of employers (52%) formally assess whether their staff currently have gaps in their skills.
CIPD report that 64% of employers, representing 61% of the workforce, provided training to their staff in the last year. On-the-job training is seen as the most important method of learning as it encompasses a wide variety of development methods. The use of e-learning, coaching and mentoring has been increasing year on year and that trend is expected to continue.
Training & Development Survey 2005
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On-the-job training
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99%
|
|
External workshops conferences and events
|
95%
|
|
Formal education courses
|
93%
|
|
Instructor-led training delivered off the job
|
90%
|
|
Coaching by line-managers
|
88%
|
|
Audio tapes, videos and learning resources
|
81%
|
|
Mentoring and Buddy Schemes
|
72%
|
|
Job rotation, secondment and shadowing
|
71%
|
|
Coaching by external practitioners
|
64%
|
|
E-Learning
|
54%
|
|
Internal knowledge sharing events
|
52%
|
|
Action learning sets
|
27%
|
Source: CIPD
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