Most organizations have structured L&D programs focused on improving employee performance. However, getting employees to attend training is a major challenge. While over 50% of organizations increased their L&D budgets in 2018, spending varies between departments and employee levels. Senior level employees receive over 3 times the L&D spending of entry level employees. Blended learning is considered the most effective delivery method, but proving the ROI of L&D to leaders remains difficult. Pre- and post-training assessments are seen as the best way to measure L&D success.
WEBINAR: “The Employee Career Experience” with Anne FultonFuel50
Check out this insightful webinar by Fuel50 at http://go.fuel50.com/wece4
Our global career benchmarking research has shown that the employee career experience needs to be crafted with touch-points across the entire talent life-cycle — from attraction to your alumni strategy. Join Anne Fulton, Fuel50 founder and author of The Career Engagement Game, for research insights and stories around what best-in-class organizations are achieving with their employee experience.
Careers in the 21st Century (Webinar by Fuel50 and Bersin by Deloitte)Fuel50
There is no one right way to approach career management. Strategies for moving workers into, around, and even out of the organization have changed drastically in the past ten years and largely depend on the goals of both the worker and the company.
However, companies with effective career management initiatives have some similarities. They tend to approach career management holistically – considering more than just role descriptions and career paths – and they focus heavily on alignment with organizational goals and needs.
Check out this deck from our webinar, or view the recording at https://www.fuel50.com/events/careers-21st-century/
Anne Fulton, CEO of Fuel50, talks the 2020 Talent Challenge: Talent Strategies for a Disrupted World at the HR Leaders' Forum in Sydney (February 2018).
Driving Talent and Strategic Transformation through HR TechnologyThe HR Observer
How can HR technology impact your organisation and how can this cultural impact be managed? During this session Nelly will discuss the important role that HR plays in driving the performance of talent within the business. You will develop an understanding of how to identify skill shortages within your talent pool as well as finding and developing the future talent the organisation requires. Join this session to understand where to start with HR technology and how it can help you develop talent and bring transformational change. You will learn how to find and nurture new talent into the business and how data is important in driving your decisions.
Nelly Boustany, HR Director, SAP Middle East and Africa
Test drive Fuel50 in the IBM platform: http://f50.li/u2ok
Recap on our webinar presented on 12th October 2016, with Fuel50 and IBM Kenexa discussing how to build a stretch-growth marketplace within your organization.
You want to be a Learning and Development Professional? Find out what knowledge, skills and behaviours you needs to adopt to be really good at it. This was prepared as part of my CIPD Intermediate Level 5 Diploma in Learning and Development.
WEBINAR: “The Employee Career Experience” with Anne FultonFuel50
Check out this insightful webinar by Fuel50 at http://go.fuel50.com/wece4
Our global career benchmarking research has shown that the employee career experience needs to be crafted with touch-points across the entire talent life-cycle — from attraction to your alumni strategy. Join Anne Fulton, Fuel50 founder and author of The Career Engagement Game, for research insights and stories around what best-in-class organizations are achieving with their employee experience.
Careers in the 21st Century (Webinar by Fuel50 and Bersin by Deloitte)Fuel50
There is no one right way to approach career management. Strategies for moving workers into, around, and even out of the organization have changed drastically in the past ten years and largely depend on the goals of both the worker and the company.
However, companies with effective career management initiatives have some similarities. They tend to approach career management holistically – considering more than just role descriptions and career paths – and they focus heavily on alignment with organizational goals and needs.
Check out this deck from our webinar, or view the recording at https://www.fuel50.com/events/careers-21st-century/
Anne Fulton, CEO of Fuel50, talks the 2020 Talent Challenge: Talent Strategies for a Disrupted World at the HR Leaders' Forum in Sydney (February 2018).
Driving Talent and Strategic Transformation through HR TechnologyThe HR Observer
How can HR technology impact your organisation and how can this cultural impact be managed? During this session Nelly will discuss the important role that HR plays in driving the performance of talent within the business. You will develop an understanding of how to identify skill shortages within your talent pool as well as finding and developing the future talent the organisation requires. Join this session to understand where to start with HR technology and how it can help you develop talent and bring transformational change. You will learn how to find and nurture new talent into the business and how data is important in driving your decisions.
Nelly Boustany, HR Director, SAP Middle East and Africa
Test drive Fuel50 in the IBM platform: http://f50.li/u2ok
Recap on our webinar presented on 12th October 2016, with Fuel50 and IBM Kenexa discussing how to build a stretch-growth marketplace within your organization.
You want to be a Learning and Development Professional? Find out what knowledge, skills and behaviours you needs to adopt to be really good at it. This was prepared as part of my CIPD Intermediate Level 5 Diploma in Learning and Development.
An integrated approach to talent management is all about the integration of business strategy and talent processes. This journey involves complex talent needs, dynamic business strategy, key skills development, cutting-edge technology, new initiatives and learning innovation. Dr. Selvan D, under whose leadership Wipro’s talent transformation function has won the ASTD BEST Award six times in a row, will share some of his ideas implemented at Wipro, including:
• Integrating learning strategy with business strategy using a multigenerational workforce approach.
• Moving from strategy to day-to-day action.
• Learning innovations that deliver results, including mobile learning, learning in a box and video-based learning.
• Learning on the go for senior management.
Dr. Selvan D, Senior Vice President, Talent Transformation, Wipro Technologies
Following the Deloitte ImpactHR Conference in May 2016, we had the privilege of hearing all of the latest in global HCM trends and 'Bersin by Deloitte' predictions for the 2020 work experience. This slideshare is a compilation of some of our key takeaways.
Exclusive to viewers of this slideshare, we're offering our entire Talent Lifecycle research paper for a limited time only. Links are in the slideshare.
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)Fuel50
Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.
In this report, we look at five key changes that have already begun to occur in the workforce landscape, and provide strategic actions to aid the process of organizational transition to adapt to them.
SAP Senior Director of Diversity Nicole McCabe discussed the rapidly changing global workforce during her presentation at the 2014 Human Capital Leadership Forum in New York on Oct. 21. In her presentation, McCabe discussed the results of a recent study of 2,400 executives and 2,700 employees about the current workforce.
According to McCabe, the study showed the global workforce is becoming more flexible and diverse. In addition, McCabe pointed out feedback is crucial for today’s executives and employees, and the ” millennial generation” is changing the way many organizations look at the global workforce. However, McCabe pointed out millennials are still concerned about retirement, training and other traditional benefits when they evaluate potential employers: “The millennials really aren’t as different as we think … Many of them still look at compensation as the most important factor for choosing a role and staying with the job. They’re also concerned about things like retirement and training and development, but we were a little surprised to find that having meaning and having purpose were not a priority in staying at the same position.”
McCabe noted learning and growing within an organization is important to millennials. She also pointed out compensation is the most important consideration for millennials, and today’s employers may need to rethink their compensation strategies to ensure they can find the most qualified candidates to fill vacancies: “You see these gaps where the employees are focusing on compensation, yet not a lot of companies are offering great compensation plans. We also see things about retirement plans for employees; they want those things but employers are not often offering those to the employees. I think that we need to look at this and as employers ourselves today it’s time to look at our compensation strategy.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/2014-human-capital-leadership-forum-nicole-mccabe-senior-director-of-diversity-sap/#sthash.vKSfOEDh.dpuf
Bold HR: Driving Business Value through PeopleJosh Bersin
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
This PowerPoint is regarding the Contemporary Issues and the Recent Trends and Challenges in Human Resource Management in 2020 at era of pandemic Covid-19. In the PowerPoint Presentation I am giving HR predictions on emerging HR trends at 2020 time. These predictions are based on an entire year’s study and analysis on human resource practices and evolving technology. Some organisations have already embraced these trends, while others are lagging far behind due to being unable to anticipate the future, lack of knowledge, or ignorance. The real key to adapting to and benefiting from HR trends in 2020 is not embracing every single one, but rather making an educated and conscious decision about which path to follow. I hope that this PowerPoint Presentation has provided you with the information you need to navigate the current hot topics within HR and HR trends in 2020.
The Talent Management Cookbook: Recipes for Successful Talent ManagementSaba Software
This document is part of the Bersin Research Library. Our research is provided exclusively to organizational members of the Bersin Research Program. Member organizations have access to an extensive library of learning and talent management related research. In addition, members also receive a variety of products and services to enable talent-related transformation within their
organizations, including:
• Research—Access to an extensive selection of research reports, such as methodologies, process models and frameworks, and comprehensive industry studies and case studies.
• Benchmarking—These services cover a wide spectrum of HR and L&D metrics, customized by industry and company size.
• Tools—Comprehensive tools for HR and L&D professionals, including tools for benchmarking, vendor and system selection, program design, program implementation, change management, and measurement.
• Analyst Support—Via telephone or email, our advisory services are supported by expert industry analysts who conduct our research.
• Strategic Advisory Services—Expert support for custom-tailored projects.
• Member Roundtables—A place where you can connect with other peers and industry leaders to discuss and learn about the latest industry trends and leading practices.
• IMPACT Conference: The Business Of Talent—Attendance at special sessions of our annual IMPACT conference.
• Workshops—Bersin analysts and advisors conduct onsite workshops on a wide range of topics to educate, inform, and inspire HR and L&D professionals and leaders.
Get Ahead of Your Competition: 10 Global Human Capital Trends You Must KnowIdeal | AI for Recruiting
Sponsored by Ideal.com, Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace including diversity, culture and engagement, and people analytics. Learn more: http://bit.ly/2dC9Nv1
An integrated approach to talent management is all about the integration of business strategy and talent processes. This journey involves complex talent needs, dynamic business strategy, key skills development, cutting-edge technology, new initiatives and learning innovation. Dr. Selvan D, under whose leadership Wipro’s talent transformation function has won the ASTD BEST Award six times in a row, will share some of his ideas implemented at Wipro, including:
• Integrating learning strategy with business strategy using a multigenerational workforce approach.
• Moving from strategy to day-to-day action.
• Learning innovations that deliver results, including mobile learning, learning in a box and video-based learning.
• Learning on the go for senior management.
Dr. Selvan D, Senior Vice President, Talent Transformation, Wipro Technologies
Following the Deloitte ImpactHR Conference in May 2016, we had the privilege of hearing all of the latest in global HCM trends and 'Bersin by Deloitte' predictions for the 2020 work experience. This slideshare is a compilation of some of our key takeaways.
Exclusive to viewers of this slideshare, we're offering our entire Talent Lifecycle research paper for a limited time only. Links are in the slideshare.
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)Fuel50
Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.
In this report, we look at five key changes that have already begun to occur in the workforce landscape, and provide strategic actions to aid the process of organizational transition to adapt to them.
SAP Senior Director of Diversity Nicole McCabe discussed the rapidly changing global workforce during her presentation at the 2014 Human Capital Leadership Forum in New York on Oct. 21. In her presentation, McCabe discussed the results of a recent study of 2,400 executives and 2,700 employees about the current workforce.
According to McCabe, the study showed the global workforce is becoming more flexible and diverse. In addition, McCabe pointed out feedback is crucial for today’s executives and employees, and the ” millennial generation” is changing the way many organizations look at the global workforce. However, McCabe pointed out millennials are still concerned about retirement, training and other traditional benefits when they evaluate potential employers: “The millennials really aren’t as different as we think … Many of them still look at compensation as the most important factor for choosing a role and staying with the job. They’re also concerned about things like retirement and training and development, but we were a little surprised to find that having meaning and having purpose were not a priority in staying at the same position.”
McCabe noted learning and growing within an organization is important to millennials. She also pointed out compensation is the most important consideration for millennials, and today’s employers may need to rethink their compensation strategies to ensure they can find the most qualified candidates to fill vacancies: “You see these gaps where the employees are focusing on compensation, yet not a lot of companies are offering great compensation plans. We also see things about retirement plans for employees; they want those things but employers are not often offering those to the employees. I think that we need to look at this and as employers ourselves today it’s time to look at our compensation strategy.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/2014-human-capital-leadership-forum-nicole-mccabe-senior-director-of-diversity-sap/#sthash.vKSfOEDh.dpuf
Bold HR: Driving Business Value through PeopleJosh Bersin
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
This PowerPoint is regarding the Contemporary Issues and the Recent Trends and Challenges in Human Resource Management in 2020 at era of pandemic Covid-19. In the PowerPoint Presentation I am giving HR predictions on emerging HR trends at 2020 time. These predictions are based on an entire year’s study and analysis on human resource practices and evolving technology. Some organisations have already embraced these trends, while others are lagging far behind due to being unable to anticipate the future, lack of knowledge, or ignorance. The real key to adapting to and benefiting from HR trends in 2020 is not embracing every single one, but rather making an educated and conscious decision about which path to follow. I hope that this PowerPoint Presentation has provided you with the information you need to navigate the current hot topics within HR and HR trends in 2020.
The Talent Management Cookbook: Recipes for Successful Talent ManagementSaba Software
This document is part of the Bersin Research Library. Our research is provided exclusively to organizational members of the Bersin Research Program. Member organizations have access to an extensive library of learning and talent management related research. In addition, members also receive a variety of products and services to enable talent-related transformation within their
organizations, including:
• Research—Access to an extensive selection of research reports, such as methodologies, process models and frameworks, and comprehensive industry studies and case studies.
• Benchmarking—These services cover a wide spectrum of HR and L&D metrics, customized by industry and company size.
• Tools—Comprehensive tools for HR and L&D professionals, including tools for benchmarking, vendor and system selection, program design, program implementation, change management, and measurement.
• Analyst Support—Via telephone or email, our advisory services are supported by expert industry analysts who conduct our research.
• Strategic Advisory Services—Expert support for custom-tailored projects.
• Member Roundtables—A place where you can connect with other peers and industry leaders to discuss and learn about the latest industry trends and leading practices.
• IMPACT Conference: The Business Of Talent—Attendance at special sessions of our annual IMPACT conference.
• Workshops—Bersin analysts and advisors conduct onsite workshops on a wide range of topics to educate, inform, and inspire HR and L&D professionals and leaders.
Get Ahead of Your Competition: 10 Global Human Capital Trends You Must KnowIdeal | AI for Recruiting
Sponsored by Ideal.com, Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace including diversity, culture and engagement, and people analytics. Learn more: http://bit.ly/2dC9Nv1
Learning & Development: A Prescriptive Vision for Accelerating Business SuccessCognizant
Corporate learning is increasingly critical to business, but traditional approaches are inefficient, overly rigid, fragmented and unconnected from employees' daily work - and thus ripe for transformation - as recent research reveals.
How to Turn Wasted Talent Into Killer LeadershipJohnny Russo
Ryma's May 11th webinar will be presented at noon EST by Si Alhir. In 2010, Ryma's Grandview community hosted a 3 part Tribal Leadership webinar series. Dave Logan’s, John King’s, and Halee Fischer-Wright’s Tribal Leadership is a proven transformational process and leadership model for fostering organizational health, which leverages natural groups to build thriving organizations by focusing on language and relationship structures within a culture.
THE SKILLS CURRENCY: UNLOCKING INTERNAL MOBILITY WITH REAL SKILLS DATAHuman Capital Media
Employers want and need employees with certain skills to stay relevant and competitive. Employees don’t have them. So what can organizations do to future proof their teams and their company? External hiring is usually the first place organizations look, but it’s time-consuming and expensive. There is power in devoting time to internally solving the skills gap. Benefits include a more skilled and competitive workforce, and employees with longer tenure. Successful CLOs realize that their employees are a competitive advantage, and they deserve the same (if not higher) investment than what we put into our products. So what can you do? For starters, begin looking for ways to measure your people's skill-sets so you know where gaps exist. Join us for this webinar to learn more.
In this webinar:
Understand the symptoms of misplaced skills in your company and the labor market at large
Understand the business case for correcting misplaced skills in your company
Learn a framework for putting the right skills in the right place at the right time through talent management and upskill plans that align to company objectives
Employee career engagement talent experiment & fuel 50michelecroci
The value of career development system and solutions to build employee engagement and improve organizational performance is proven through research; contact Michele Croci, TalentExperiment.org, for more information. michelecroci2@gmail.com.
Right Quarterly 2nd quarter 2013: Career DevelopmentChris Jones
The Second
Quarter edition of the APAC Right
Quarterly is dedicated to Career Management.
The first article called “Developing Talent: How
Career Opportunities drive Business
Performance”, builds upon our core mission
in Right Management, of working with clients
to help align their talent strategy with their
business strategy. Employee engagement
and retention is a critical challenge for many
organizations, and this article talks of how
career development can significantly push
employee engagement. But even career
development needs a structured approach for
effective implementation to ensure business
results.
The second article on “Career Directions:
Having the right Career Conversations”,
shares a case study of an Australian client
who is working towards their 2017 Workforce
plan. An important impact of this will be in
the working environment for the division. To
help employees adapt to this change, Right
Management worked with them to create and
implement a career development initiative for
employees. The aim was on building Coaching
capabilities in People Leaders, and to equip Self leaders with skills necessary to enable
them to make their own career decisions.
The objective was also to align employee
development with future corporate needs,
while also developing career agility.
Companies today need to drive performance from every aspect
of their IT investments. Find out how skills drive performance
results and how IBM is building skills for a smarter planet in
partnership with IBM Global Training Providers
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
Trend setting results from OI Global 3rd annual Global Survey along with a unique look at the use of AI across a number of very “human” functions such as profiling, recruiting and developing talent.
Happiness at work drives business objectives. Research shows that happy employees are more profitable, more customer-oriented and more productive. They also stand less chances of leaving that company. That’s why some companies have made happiness at work a way of doing business.
According to The Conference Board, Human Capital and Operational Excellence rank first in the Top Global Challenges in 2013. Retaining and rewarding the best employees is a major concern for more than half of HR professionals, along with the development of the next generation of corporate leaders. Employee turnover and employee motivation have an immense impact on revenues, on company culture and on its talent competitiveness in the marketplace.
It doesn’t matter if you’re a small company who just started to build a reputation or if you’re a top 40 company, your Human Capital is your biggest challenge in the upcoming years. It can make you or break you.
In this white paper we examine a very popular yet sometimes controversial subject: Happiness At Work. We’ll talk about some of the latest HR trends, about employee engagement and how you can increase workplace happiness in 2014.
Content Summary
1. Executive summary
2. Latest HR Issues
3. The challenges of employee engagement
4. How is the new HR world resolving these problems?
5. Is employee happiness interesting?
6. The case for employee happiness
7. Conclusions
Download the full White Paper!
State of Performance Management System in India 2017Varun Tandon
Research conducted by Salto Dee Fe sharing the state of PMS in India in 2017. The extract of the report has also been published in HT on November 14, 2017.
Structuring your hiring process means coming up with defined steps the candidate will be made to go through to ensure thorough and unbiased skill evaluation in a way that can be duplicated for every candidate applying for that job role with minimal involvement of HR and hiring manager. The aim of structured hiring process is to identify talent in an accurate and unbiased manner, reduce time and cost of hiring, make the hiring process easy to navigate for the candidate, HRs and hiring managers.
Methods and frameworks to identify dark traits have been in existence for ages, such as the dark triad. However, their applicability in workplaces is limited.
They act more like self-awareness tools. In order to address the issue of workplace harassment and counterproductive behavior, Mettl decided to create a dark personality inventory consisting of 6 dark traits, to measure dark traits.
This trait inventory can be used to assess the predominant dark personality traits of a person. It also tells us if the trait is present at low, moderate or high levels.
The first edition of Mettl’s annual report is an attempt to unveil top assessment trends for hiring
and learning & development across 5 most anticipated industries for fiscal years 2016-2017.
The first edition of Mettl’s annual report is an attempt to unveil top assessment trends for hiring and learning & development across 5 most anticipated industries for fiscal years 2016-2017.
Uncovering the dark traits of human personalityMettl
Dark personality traits are stable characteristics of a person, when triggered, lead to display of undesirable, counterproductive and destructive behavior, that have a negative impact on surrounding people (friends, family, co-worker or customers)
To overcome the adverse effects of dark traits, Mettl, along with SHRM suggests having
a proactive approach towards distressing incidents rather than delaying the response.
Therefore, we propose Dark Personality Assessment for blue collar & white collar
recruitment, present employees, teaching and non-teaching, managers, leaders or others
whose behavioral characteristics can hamper the society’s development at large.
Udaan, the Special Industry Initiative (SII) for J&K is funded by Ministry of Home Affairs and implemented by National Skill Development Corporation (NSDC).The aim is to provide skills and job opportunities to the youth. Simultaneously, the aim is also to provide exposure to corporate India towards the rich talent pool available in J&K.
Mettl e-book: Using Assessments to Improve Training & LearningMettl
This e-book surveys the role of assessments as a critical
component of learning and training programs. Succession
planning, an important strategic initiative for any
organization, is also discussed.
Visit us at: www.mettl.com
2. Foreword
We’re passing via an essential transformation in the way we work. Automation and ‘robots’ are changing human tasks
and jobs, changing the capabilities required for various jobs. A majority of these momentous changes have raised
massive demanding situations for Talent, Organizations and L&D experts.
While the rate of change is accelerating, no doubt, the ask for the ‘top’ talent is fierce.
However, today ‘talent’ does not mean the same as 10 years ago. The important of the jobs, skills or even the job titles
of tomorrow are unknown. The lifespan of skills is becoming shorter and employers cannot stand still.
So, how can businesses prepare for a future that can be hardly defined today? How can companies attract and retain
people they want? And what does all this mean for Learning and Development departments?
To be prepared for the future, it’s important to understand the current state of Learning and Development (L&D).
Hence, we checked in with over 1500+ L&D experts across India about the trends and challenges they are facing in this
space. Their valuable insights form the basis of our first annual State of Workplace Learning and Development- 2018.
Here is Mettl’s State of Workplace Learning and Development-2018, bringing in the latest trends, innovations and best
practices.
3. Focus & Challenges of L&D Programs in 2018
Focus of L&D
Challenges of L&D
Organization L&D Spend & Budget Forecast
L&D Spend Per Employee
Avg. L&D Spend Per Employee (Level-wise)
L&D Spend across Industries and Departments
L&D Budgets
Way Forward
Effective mode of Delivery
Measuring ROI of L&D
TABLE OF CONTENTS
4. TOP TRENDS in WORKPLACE LEARNING AND DEVELOPMENT - INDIAExecutive Summary
1. Organizations recognize Talent Development as important.
• More than 80% of organizations have some sort of structured L&D.
• 38% L&D experts say that that ‘Improving Employee Performance’ is the prime focus of their programs in 2018.
2. Re-skilling the workforce and preparing for the future
Responses to the survey indicate that the need for re-skilling will be required majorly in large-sized organizations.
3. Proving value of learning isn’t as easy as it looks
Getting employees to attend trainings is highly challenging as learner of today is more demanding and looks for varied options of learning.
4. Learning is Evolving (Quickly), and so must the L&D Budgets.
More than 50% have increased their L&D budgets in 2018 compared to 2017. However, L&D spends differs within Departments and for level of Employees.
5. ‘Data-backed Learning Path’ is a hit amongst L&D experts
In Low Attrition Organizations,72% L&D Teams find Pre-& Post Training Assessment the most effective way to measure the ROI.
5. “What Happens if we invest in developing
our people and then they leave us” – CFO
“What happens if we don’t and they stay” -
CEO
“More than 80% of organizations have some sort of structured L&D. “
7. Improving Employee Performance
Building Overall Learning Culture
Reskilling the workforce
Leadership Development
Employee Engagement
51%
31%
26% 15%
10% 32%
8%
8%
13%
3%
SMALL ORGS
(<1000 Employees)
LARGE ORGS
(>1000 Employees)
VERSUS
Large Companies will focus on ‘Re-skilling the workforce’, whereas,
Small Companies will focus on ‘Improving employee performance’..
What is the most important focus area of your L&D programs in 2018?
9. Employee doesn’t attend
Measuring the ROI
Budget Constraints.
Identifying Training Needs
Getting approval from the Management
26% 30%
17%
20%
21%
10%
19%
13%
14%
12%
SMALL ORGS
(<1000 Employees)
LARGE ORGS
(>1000 Employees)
VERSUS
However, L&D Challenges varies
with the size of Organization.
Getting approval from the Management
8%10%
11. But, Average L&D
Spend Per Employee
Increases with size of
the organizations.
Avg. Spend Per Employee Increases with size of the organizations.
SMALL ORGS
(l<1000 Employees)
LARGE ORGS
(l>1000 Employees)
Rs. 16,350 Rs. 52,879
Overall Average L&D Spend
per employee Rs.41838
L&D Spends
12. *Assumption 60% of workforce of an organization falls in Entry-Level bucket, 30% in Mid-Level and 10% in Senior-Level,
Entry Level(0-5 Years) Entry Level(0- 5 Years) Entry Level(0- 5 Years)
Mid Level (5-12 Years) Mid Level (5-12 Years)
Senior Level (12+ years) Senior Level (12+ years)
Rs. 86,277
Rs. 57,518
Rs. 28,759
The average
spent per
employee in
Senior Level is
3x compared
to entry-level
employees.
Average Spent per
Year
Average Spent per
Year
Average Spent per
Year
3X
L&D Spends
13. And, Core Functions has a
maximum share of L&D
budget in each Industry
Top Department/Teams you are spending your L&D Budget most in 2018
On which Departments/Team you are spending your L&D budget most?
25% of the L&D budget spent
is on Sales Teams across
industries.
L&D Spends
14. 0-10%
10-20%
20-30%
64% of Organizations
have increased their L&D
Budgets by 0-10%
compared to 2017
By what percentage has your L&D budget increased in 2018 compared to 2017?
L&D Budgets
15. Effective Mode of Delivery
81% L&D experts
say that Blended Mode
is the most effective
mode of delivering L&D
Programs
81%,
Blended Mode
17%,
Instructor -Led
2%,
Self Led
17. Pre & Post Training Assessment 37%
Employee Feedback/Satisfaction right after the program 35%
Quizzes/Questions during the Training 3%
Impact on KPI's of trained employees 23%
1%
Which is the best way to measure the success of L&D programs?
37% L&D experts finds
‘Assessment Technology’ the
most Effective way to
evaluate the success of L&D
Programs
Others
18. Pre & Post Training Assessment
Quizzes/Questions during the Training
Employee Feedback/Satisfaction right after the program
Impact on KPI's of trained employees
Others
72%
28%
82%
18%
56% 44%
20%
50%
80%
50%
LOW ATTRITION RATE
(<20%)
HIGH ATTRITION RATE
(>20%)
VERSUS
In Low Attrition Organizations,72% L&D Teams find
Pre& Post Training Assessment the most effective way
to measure the ROI.
What is the best way to measure the success of L&D programs in your Organization?