- 75% of 1,500 managers surveyed from across 50 organizations were dissatisfied with their company’s Learning & Development (L&D) function;
- 70% of employees report that they don’t have mastery of the skills needed to do their jobs;
- Only 12% of employees apply new skills learned in L&D programs to their jobs; and
- Only 25% of respondents to a recent McKinsey survey believe that training measurably improved performance.
We are not getting a deep dive into the problems of the HR industry. No serious talk to solve problems. Critiques such as the ones above are nothing more than frivolous sales solutions bias towards industry solutions not educational options. So here are the top 3 questions no one is asking
- What are the ramifications of the human resources industry move from a local to centralized control model?
- How will operational teams, especially high risk jobs, maintain independence as the HR industries control over corporate curriculum continues to rise?
- What are the consequences of a LD community with no foundation? The reluctance to adopt the field of education as a discipline has turned employees away from the sociology of knowledge. The study of the relationship between human thought and the social context within which it arises, and of the effects that prevailing ideas have on workers.
- Who should be running LD departments? An HR industry or the workers? Should corporations return to the learning model that made them successful in the first place, a self regulating democratic learning model?