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Employer-sponsored training is often seen as the primary way for employees to advance their careers, but an expert says training will become more of a shared responsibility starting in 2015. However, leadership development will remain a top priority.
Nearly half of senior human resources leaders globally identified leadership development as their top priority in a 2014 Right Management survey, Talent Management: Accelerating Business Performance. However, “only 13% of these leaders have confidence in the strength of their leadership pipelines,” said Mike Bleadorn, vice president and practice leader of Right Management, a division of ManpowerGroup.
“While leadership development has always been an important focus for HR, we’re seeing increasing attention to developing high potential leaders as organizations are recovering from the recession that started in 2008 and as talent shortages have made it difficult to find the right people with the right skills for open leadership positions,” he said.
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“Right Management anticipates that leadership development will continue to be a top priority” in 2015, he said. “However, we will start to see a shift in how development and training opportunities are provided to individuals. Moving forward, employers and individuals will share the responsibility of training and learning to sharpen skills.
“Individuals who want to get ahead will do so by seeking opportunities to learn on their own and develop skills that will keep them relevant and attractive to employers. At the same time, employers will look to build agile learning environments to teach and coach individuals to constantly evolve and optimize their skills.”
Technology will continue to drive training in 2015, Bleadorn said. “Technology has had an enormous impact on how individuals have access to information and learning. Technology will continue to play a huge role in training and helping individuals gain new skills.
“Virtual classrooms and virtual technologies will continue to grow and impact how individuals learn and acquire new skills. They are an effective way to teach and practice skills in a limited amount of time and across geographic locations. These virtual technologies are a cost-effective way to blend into and augment traditional face-to-face training sessions in order to enhance effectiveness.”
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HR professionals with training responsibilities will need to adjust accordingly. “As with all roles in today’s workplace, there is a need to learn new technologies and adapt to our rapidly changing business environment,” said Bleadorn. “Developing leaders need to embrace a learning culture that ties training to business strategy and offers continuous avenues for expanding skill base and learning beyond a particular role.”