September 30, 2008 | Leave a Comment
This just in:
According to Bersin & Associates,
- Of the top 18 learning processes that drive greatest business impact, the development of a strong learning culture tops the list. The study discusses this topic in detail and lists 50 key elements of a high-impact learning culture.
- In the face of tremendous demand for integrated talent management, the integration of learning with performance management and the re-centralization of learning operations are now essential best practices for business impact.
- Of the 750-plus organizations studied, 80 were characterized as particularly effective learning organizations. These exemplary, high-impact organizations are primarily in the banking and finance, business services, telecommunications, technology, and insurance industries. Segments that lag in learning maturity include transportation, media and entertainment, manufacturing, and state and local governments.
- Money is important but not the ultimate determinant in achieving business impact. The research clearly found that learning effectiveness and efficiency do not directly correlate to budget or spending per learner. Rather, organizations with average or even below-average budgets can generate two- to three-times greater return through more rigorous organization design, governance, and operations.
- The disciplines and strategies for high-impact corporate learning have changed. Today’s modern training organizations must go far beyond instructional design and delivery and focus instead on building expertise in information architecture, strategic competencies, content management, organizational culture, and end-to-end talent management.
You can get the full report at www.bersin.com