Learning and development is a lot like advertising; both are often the first department to be scaled back or eliminated during budget cuts. Sadly, it looks like another “belt-tightening” is headed this way in the next year or two.
The problem with doing more with less is that it’s really about the “less” and not about the “more.” There is a better way. It’s time to stop death by a thousand cuts and start doing things differently.
Asking for a bigger budget may seem intimidating, but here’s what it comes down to: Your department has objectives, you need money in order to complete them – and so your executives have to decide whether those objectives are worth it.
You know the value of learning to the future success of your organization is as high as the value of any other key function. But your experience has also taught you the difficult process of defending your budget or receiving buy-in from senior leaders.
With the disruption we’re seeing in business and ways of working, the L&D organization can play a significant role to future-proof its business. However, there are several phenomena that L&D professionals say are holding their teams back.
The proliferation of a younger, more tech-savvy workforce has increased demand for online training and e-learning content to unprecedented heights. The supreme content type in driving this demand is video content.
Many learning and development (L&D) professionals are responsible for leading a function while also pursuing their own professional development with limited access to resources.
Training Industry, Inc. research has found that many learning and development (L&D) professionals must achieve their goals with limited access to resources. They are finding ways to strategically plan around these limitations to do more with less.
Here are a few best practices to keep in mind when outsourcing training that can help you determine what exactly you need from another company, to what extent and which company might best fit that need.