This time last year the CIPD released their latest learning report, and whilst not entirely surprising, it highlighted that charities and non-profit organisations have very tight training budgets. The Covid-19 pandemic has meant shifting resource and budgets, and it follows tradition that L&D budgets have been amongst the first to go.
But this doesn’t mean that learning is any less important. Responding to change, handling ambiguity, working in new ways, having brilliant people managers and being innovative all require constant learning. The pandemic has challenged us all to be creative, do things differently, and find ways to survive. Therefore, for HR, L&D and managers leading training programmes, the pressure to demonstrate bang for your buck is high. Buying a ready-made training product without thinking about the unique challenges and needs of your organisation, whilst cost effective, might not be enough to create real value. What is needed now is a culture and system of learning throughout the organisation.
The challenges of the last 18 months aren’t totally new. New technologies, time-poor managers, and the demand for just-in-time learning has sluggishly been pushing for an evolution of training. What has happened in the last year is that this has been greatly accelerated. For people wanting to learn, there has never been so many options available: bite size classes, webinars, MOOCs, action learning sets, coaching circles, job swaps, work place shadowing, self-directed exercises, portals of curated content and of course, online training courses.
But there is an underling assumption here: the content exists, and people who want to learn will find it. However, the role of HR, L&D and managers is to engage people in learning. To enable them to learn, and ultimately to inspire them want to learn. So, how exactly do you engage people in learning in ways they may not have come across before? Here are some top tips:
The key to an effective system of learning is ensuring participants are engaged. Positioning online or bite size learning as a cheaper alternative is not very engaging. It may be true, and suits your budget. But it isn’t very motivating to think that your personal development isn’t worth investing in. Instead however, you can create valuable learning for minimum cost by:
To find out how =mc can help you explore effective learning options suited to your situation, contact us online or call 020 7978 1516 to speak to one of our consultants.
You can find further information on our entire L&D services including blended learning, formal recognition, outplacement and more on our Learning and Development webpage. This page also includes considerations around social distancing for face to face training as well as information on online learning, and the different benefits of each.
 Crowley, Lizzie, Learning and Skills at Work 2020 – mind the gap: time for learning in the UK, Report, June 2020, CIPD.