Employee training | Where is HR going wrong with L&D?

As the HR function continually aims to align itself with optimum employee experience, far more emphasis is being placed on the generation of more effective learning and development initiatives.

In fact, according to the CIPD, 67% of HR practitioners believe their L&D strategy is ‘extremely’ aligned with their business strategy, whilst 75% of organisations use some form of learning technologies to aid them in upskilling and developing employees.

However, when it comes to analysing the effectiveness of L&D, HR is woefully unprepared. Half of all HR practitioners surveyed in CIPD’s research stated that they do not conduct any evaluation to ascertain whether their L&D is actually making a difference to the business as a whole. Most admitted to simply relying on employee satisfaction scores, while just seven per cent said that they actually had systems in place to quantitively analyse these processes.

And this is having a marked effect on other parts of the business. Harvard Business Review research explained that 75% of the 1,500 managers across 50 businesses surveyed in its L&D report stated that they were dissatisfied with their company’s L&D offering, whilst 70% of employees said that they don’t have mastery of the skills they need to do their jobs competently.