years, spending has declined in both the
public and private sectors and in organiza-tions
of all sizes.
“Although we are observing slightly
higher increases in spending in the most
recent survey, it is unlikely that expendi-tures
on learning and development will
rise to levels seen in the past without a
stronger organizational commitment to
enhancing learning environments,” said
Donna Burnett-Vachon, associate direc-tor,
Leadership and Human Resources
Research at The Conference Board of
Canada. “This is a significant issue be-cause
we know that organizations with
strong learning cultures tend to realize
better business results. Those who in-vest
more in learning and development
are the organizations that are being re-warded
with higher levels of employee
performance, customer satisfaction and
quality products and services compared to
their competition.”
The report shows, for the first time,
the alignment of leadership development
practices and overall organizational learn-ing
cultures. Organizations with strong
learning cultures provide leadership de-velopment
practices that are far more
“THOSE WHO INVEST MORE IN LEARNING AND
DEVELOPMENT ARE THE ORGANIZATIONS THAT
ARE BEING REWARDED WITH HIGHER LEVELS
OF EMPLOYEE PERFORMANCE, CUSTOMER
SATISFACTION AND QUALITY PRODUCTS AND
SERVICES COMPARED TO THEIR COMPETITION.”
– DONNA BURNETT-VACHON, ASSOCIATE DIRECTOR, LEADERSHIP AND
HUMAN RESOURCES RESEARCH, THE CONFERENCE BOARD OF CANADA
effective than organizations having mod-erate
or weak learning cultures.
CIPD LAUNCHES EMPLOYER
GUIDE TO HELP YOUNG
WORKERS THRIVE
Acas, the CIPD and Unionlearn have
joined forces to launch new guidance
aimed at helping more employers make
the most of the young people they employ.
“Managing Future Talent – a guide for
employers” is part of the CIPD’s Learning
to Work campaign and is a collection of
best practice tips from firms about how line
news
managers in particular can make the work-place
Photo by Santiago Cornejo / Shutterstock
less daunting for young recruits.
It aims to give employers the knowledge
they need to better support their young
workforce. The report urges employers to
be clear about the expectations they have,
but also remember that young people need
time to settle into the culture of work, and
that some take longer to do this than others.
“Creating roles is only one-half of the
equation,” said Katerina Rudiger, head of
skills and policy campaigns at the CIPD.
“It is also crucial that when a young work-er
enters the workplace, the experience they
get sets them up for a long and successful
career.”
12 ❚ MAY/JUNE 2014 ❚ HR PROFESSIONAL