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Organizations that invest, reap the rewards
OTTAWA, Feb. 25, 2014 /CNW/ - Between 2010 and 2012, Canadian
organizations increased funding for training, learning and development,
according to the 12th edition of The Conference Board of Canada'sLearning and Development Outlook. Spending was up $17 per employee, a modest reversal of the downward
trend of the past two decades.
The Canadian organizations surveyed in the Learning and Development Outlook spent an average of $705 per employee compared $688 per employee in
2010. Despite this modest increase, overall learning and development
spending is down nearly 40 per cent from its historic high of $1,207 in
1993. Over the past 20 years, spending has declined in both the public
and private sectors and in organizations of all sizes.
"Although we are observing slightly higher increases in spending in the
most recent survey, it is unlikely that expenditures 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 Director, Leadership and Human
"This is a significant issue because we know that organizations with
strong learning cultures tend to realize better business results. 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," she added.
The report shows for the first time, the alignment of leadership
development practices and overall organizational learning cultures.
Organizations with strong learning cultures provide leadership
development practices that are far more effective than organizations
having moderate or weak learning cultures.
Canadian organizations spent an average of $705 per employee on learning
and development (L&D) in 2012-13, a slight increase from 2010 results.
A majority of Canadian organizations (60 per cent) consider leadership
development a strategic priority; yet only about one-third rate their
leadership development practices as being effective.
Organizations with strong learning cultures invariably have strong
leadership that supports learning and development delivery. Leadership
development plays a crucial role in supporting learning culture.
The Conference Board of Canada study also shows that organizations
continue to rely heavily on informal learning-and are putting more
emphasis on e-learning, especially in areas such as online social
networking. The percentage of organizations with strong learning
cultures that frequently or always use social networking has more than
doubled in the last two years.