5-STAR LEARNING & DEVELOPMENT
SPECIAL REPORT
4 www.hrreporter.com
"You're seeing strong demand for
learning how to go through digital trans-
formations … for artificial intelligence and
beta skill sets," he says.
"But you're also seeing demand for crea-
tivity and empathy, so that fits well with
design programs that are being offered.
Those types of durable skills that cross
from one industry to another are certainly
in high demand as well."
The first step is simply digitizing, which
is followed by optimizing for better
outcomes, where the organization starts
to embrace the necessary technologies,
he says.
"The final stage is really transforming
the experience. So, once you've optimized,
how do we actually make the experience
even better, yet again, by making it more
personal, more human, and that's where
you get into new models of learning, like
the competency-based models, which
we're finding to be highly effective in the
enterprise. It started off in education. But
some of our biggest clients globally are
now embracing it on the corporate side
and having a great impact."
Having the ability to learn is critical, as
the research shows, says Clarey.
"Just under 25% of the high-performing
organizations actually said that 'ability to
learn' is more important than skills and
experience. So, we're seeing a lot more
highlights around learning agility, and
really investing in L&D initiatives
to address skill gaps.
"We do hear a lot of talk about empathy
and things that are not functional skills,
but [also] more aboutcritical thinking
skills, problem-solving skills."
Also important is the issue of remote
and hybrid work, and the need for strong
leaders, she says.
"We see in our online courses a big
uptick, since the pandemic began, in
online development in general, but more
demand for strategic HR skills. And then
organizations seem to be willing to spend
quite a bit on people management skills
– and hybrid work highlighted that. So,
we're seeing much more ownership of
learning and in terms of developing
managers, especially those that are new
to the role."
ANNUAL SPENDING ON TRAINING AND DEVELOPMENT BY COMPANY SIZE
Large
(over 1,000
employees)
76%
Over $100,000
43%
Over $100,000
29%
Up to $9,999
48%
$10,000 - $49,999
23%
$50,000
- $99,999
19%
Up to $9,999
38%
$50,000
- $99,999
24%
$50,000 - $99,999
Mid-size
(100-999
employees)
Small
(1-99
employees)
"There are new issues, new challenges, new
phishing and hacking techniques. All of this
stuff changes like the weather, so [companies
are] looking at a long-term strategy,
continuous training" Jim Kootnekoff, SecuSolutions
