Big businesses spend millions of pounds on their People Function every year. But do they get value? In 2010 a report by Capita asked 100 of the top 500 UK companies about their L&D departments. Only 18% felt they had People Departments (specifically Learning and Development) that were operationally aligned to the business. Ouch!
Today, People Professionals are facing a dilemma. They know they draw resources from their business, but are often unsure how to articulate the benefits
Massive Open Online Courses – MOOCs – have come in for a bashing from a number of areas. But what’s it like to actually participate in a MOOC and see it all the way through? To be one of the few – some say as little as 7% – who actually complete a course? Well this post tells you all.
Back at the beginning of the year I said there would be a number of trends that I’d be watching. Relating to MOOCs I said: “Massive Open Online Courses – or MOOCs – are potentially transforming
In the second post on this topic I’ll be looking at the remaining strategies that every manager can adopt, each of which will increase the effectiveness of your department. Together they will aid in the repositioning of your department as a key change agent within your business.
6. Mentoring of key personnel
In past articles for Inside Learning Technologies magazine I explained the benefits of coaching and mentoring. As part of developing your department for success you should consider
In the fourth of my series of posts focusing on what makes an aligned L&D function, I’ll be looking at the final of the three key components – which is commitment.
This is about both the business and L&D professionals committing to the promises they’ve made. This relies on two key items:
the business “putting its money where its mouth is” and providing adequate funding and resources for agreed interventions, and
the L&D function executing and delivering