Page 29 - 10 Most Promising HR Outsourcing Services Providers 2019
P. 29
only learn to ride one by doing it.” • Compliance training (e.g., to
And, therein lies the rub. satisfy legislative, fiscal, ISO, or
Across the board, we are not regulatory requirements)
investing in effective development. • Wellness, diversity, and stress
Much of our current learning and management … or other high
development activity is driven by profile topics
populism, cost, and hr’s passion for • Procedural changes e.g., new
simplification performance management process
I see the following problems: • Populist topics e.g., the latest
• Many organizations that have cut- management buzz topic.
back on face-to-face experiential Generic management, leadership,
development, have not done and personal effectiveness skills
sufficient research to understand development has been ruthlessly
which needs require that form of cut over the past few years … and
development and which needs we will pay the price for that!
can be addressed well by merely At the same time, many
providing access to information, or organizations, especially multi-
learning. nationals, are focusing on
For example, it is perfectly feasible immediate challenges such as
to learn, ”How to evaluate options Brexit in the EU, the so-called
when making a decision” by trade war between the USA and
watching a video or even reading China, concerns about instability
a book. But, if you want to learn, • Most organizations appear in the middle-east, growing
“How to undertake the negotiation to assume that, “If we make economic presence from Russia,
that making that choice may lead enough material readily available, …. Of course, these are massive
to,” eLearning is most likely not everyone will become highly challenges and need attention.
going to equip you with the skill skilled.” That is about as robust AND, we need to lift our heads and
… only an appreciation for and as, “If we make healthy food and look forwards.
understanding of it. opportunities to exercise available, Population and economic growth
• Most organizations are not everyone will be healthy and fit” data, when combined, show that we
equipping their employees, … and, we all know how well that are heading towards a much bigger
especially managers, with the skill works! Development simply does and more difficult challenge. By
needed to take control of their not work like that. 2030 most predictions now show
own development. This leaves Evidence is growing that most that we will have a substantially
those individuals floundering and Learning Management Systems reduced working headcount, a
wondering what to do next. are seriously underutilised and dramatically higher demand for
Yet, it is easy to equip individuals that individuals typically access highly-skilled staff and a much
with the skills needed to reflect such learning options only when reduced demand for low-skilled
on their past, define their desired specifically triggered to do so, staff. Resourcing our prevailing
future, self-assess, identify when a crisis occurs that might demand will become difficult.
skill and knowledge gaps, be addressed that way, or when Resourcing growth might become
identify appropriate learning they already have a passion for impossible.
and development options, select a subject. They don’t typically
appropriate courses of action, engage in strategic development. Most organizations are not
implement their plan, and evaluate Most organizations prioritize any equipping their employees,
its impact to inform the next cycle. genuine development activity especially managers, with the skill
But most organizations don’t do based on short term needs such as: needed to take control of their
that! Why? It takes time, effort, • Job-specific training (often part own development. This leaves
and funding, and only produces of on-boarding) those individuals floundering and
long-term impact. • Health & safety training wondering what to do next
December 2019 29
