A recent press release about Bersin by Deloitte’s new industry study, The Corporate LearningFactbook® 2013: Benchmarks, Trends, and Analysis of the U.S. Training Market included the following finding from the study.
“The L&D footprint continues to shrink. Although many training teams added staff during the year, these additions were outpaced by faster growth in learning populations. As a result, the overall “footprint,” or ratio of training staff relative to the learner population continued to decline in many companies. This trend is one sign of the changing role of the L&D function, which no longer is “the place” for learning. Instead, the role of the L&D team is to facilitate and enable learning. L&D teams should build skills in performance consulting, gain expertise in new technologies including social and mobile, and work to cultivate strong learning cultures within their organizations.”
So it looks like we are now beginning to see the type of change in the way L&D function operates, that I, and my colleagues in the Internet Time Alliance, have been talking about for some time now. Here’s my diagram again of some of the new roles I am beginning to see.
Harold Jarche and I are in the process of developing a new series of extended workshops to help learning professionals develop their own skills for these new roles so that they are in a better position to “facilitate and enable learning” in their organisations rather than just “design and deliver training or e-learning”. We’ll keep you posted.
Latest posts by Jane Hart (see all)
- The 2 views of workplace learning: L&D and Employee - 11 February 2016
- How can L&D support today’s smart workers? - 8 February 2016
- Modernising Classroom Training through Technology (Online Workshop) - 7 February 2016