2017全球职场学习趋势报告（英文版）_41页-4mb

2017 Workplace Learning Report Summary

Core Content

The 2017 Workplace Learning Report highlights the evolving role of Learning and Development (L&D) professionals in addressing modern workplace challenges. It emphasizes the importance of talent development as a strategic priority for organizations and outlines the top trends and challenges in the L&D landscape.

Main Trends

1. Increased Investment in Talent Development

   • 69% of L&D professionals state that talent is the number one priority for their organizations.
   • Over 27% of L&D professionals expect a budget increase in 2017 for L&D programs.

2. Diverse L&D Structures and Objectives

   • 1/3 of L&D professionals report that L&D is centralized within HR or Business Operations.
   • Another 1/3 report that L&D is decentralized across multiple departments.
   • L&D objectives vary: smaller organizations focus on technical skills, while larger companies emphasize career development and soft skills.

3. Challenges in Demonstrating Business Value

   • 80% of L&D professionals agree that developing employees is a top priority for executives.
   • However, only 8% of L&D professionals see the business impact of their programs.
   • Demonstrating ROI is a significant challenge for L&D professionals.

4. Modern Learners Demand Modern Learning Formats

   • Half of L&D professionals struggle to get employees to make time for learning.
   • Despite the rise of technology, in-person classroom training remains the top method used by L&D professionals.

5. L&D Professionals Are Self-Critical

   • Less than 1/4 of L&D professionals would recommend their programs to peers.
   • Only 60% of L&D leaders have a seat at the table with C-suite executives.

Key Challenges

• Demonstrating Business Impact: L&D professionals face difficulty in showing how their programs contribute to organizational goals and business outcomes.
• Getting Employees to Engage: Modern learners are time-constrained and expect more flexible, on-demand learning formats.
• Aligning with Business Needs: L&D must evolve from a service provider to a strategic consultant to meet the changing demands of the workplace.

Strategies for Success

1. Identify Real Training Needs

• L&D professionals should move from being service providers to strategic consultants.
• Use data to understand the root causes of training needs and collaborate with leaders and managers to create targeted solutions.
• Employ agile design principles to iterate and improve learning programs based on feedback.

2. Deliver Modern Learning Experiences

• Modern learners expect on-demand, self-directed, and mobile learning.
• L&D should curate experiences that support real behavior change, not just knowledge transfer.
• Use a variety of formats such as videos, peer coaching, and eLearning to meet learner expectations.

3. Develop a Tightly Executed Communication Plan

• A communication plan should be tailored to different audiences: team members, learners, business partners, and customers.
• It should help build awareness, consistency, and credibility for L&D initiatives.
• Use multiple channels to keep the audience informed and engaged.

4. Report Value to the Individual and the Business

• Employees are more likely to engage with learning when they understand its benefits.
• L&D professionals should use metrics to show the impact of their programs on business outcomes.
• Use data to demonstrate how L&D can reduce attrition and disengagement costs.

5. Build a Culture of Learning That Rewards Growth

• Organizations should foster a culture that values and rewards continuous learning and development.
• This includes supporting career development, networking, and counterbalancing poor management through learning.

Conclusion

The report underscores the need for L&D professionals to adapt to the changing workplace, focus on demonstrating business value, and deliver modern, engaging learning experiences. It also emphasizes the importance of communication, strategic alignment, and fostering a growth-oriented culture. By embracing these strategies, L&D can become a key driver of organizational success.