People Focus Spring 04 NA - CIPD

CIPD T&D Conference 2004Among the main findings are, that Electronics,Chemicals and Public Sectors are the leadingusers of E-learning. US subsidiaries are higherusers than Irish owned organisations and Irishstate and semi-stage organisations are alsosignificant users. Two thirds of those whoresponded to the survey rate the Internet as amethod of Training and Development that isreasonably effective, but significantly traditionalmethods are used more and respondentsranked these far higher in terms of effectiveness.50% of organisations use e-learning materialsthat have been created specifically for them.As you would expect E-learning is used mostlyfor IT and technical skills and much less for softskills training.Exhibitor: The Mind GymExhibitor: PennaExhibitor: SHLIn terms of the overall perception of E-Learning,only one tenth of Irish respondents thought E-learning was the ‘most important development intraining in a lifetime’. E learning is seen as part ofthe solution – a new set of tools forlearning and so is described as‘evolutionary, not revolutionary’.Blended learning is emerging asmore effective and identifying theright supports for the learner iscrucial.Another interesting presentation wason HETAC and FETAC, the bodieswhich endorse higher education andtraining programmes. FETAC is ofparticular interest to HRprofessionals as itacknowledges thegrowing importance ofcertification for alltypes of learning. FETACis obliged to recogniseall types of learning sothere is a sense ofinclusivity here. A FETACendorsed programme isa real quantifiablemeasure of progress fora programme within acompany. Outsidecertification adds value and so isimportant when taking into accountemployee’s personal developmentopportunities and perceived benefitfrom training. There has also been asignificant contribution from industryin defining the standards used. Formore information see www.fetac.ieIn conclusion, the recent research hasshown that a more informal mode ofTraining and Development is presentin workplace learning, which is a greatopportunity for employees to learn. Interms of policy implication, the balance ofresources between classroom-based trainingand on-the-job training needs to be taken intoaccount. Also the structure and management ofon the job training needs to be considered. Thisincrease in informal training means there is astrong role for line managers in the T&D function.According to Dr Garavan, “Line Managers shouldcoach, mentor and offer feedback” and alsocreate development opportunities and give preand post training briefings. There is also a needfor a focus on individual learning as opposed totop-down interventions only. According to DrGaravan: “If we know how people best learn itraises questions on how we design jobs andtraining functions”. When we consider e-learning, a blended approach appears to beJohn Moran, Programme Leader, ESB Port Laoise and PaulEnnis, Manager, Network Training, ESBpg21 Autumn 2004