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Learning and Development Outlook, 13th Edition The Conference Board of Canada, 121 pages, December 10, 2015 Report by Simon Cotsman , Colin Hall

Learning and Development Outlook, 13th Edition

The Conference Board of Canada, 121 pages, December 10, 2015
Report by Simon Cotsman , Colin Hall

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This report provides L&D leaders and practitioners with data about the current state of learning programs, practices, and expenditures across Canada; and presents an analysis of the current state of learning in organizations. Document Highlights This report has two main goals: to provide Learning and Development (L&D) leaders and practitioners with data about the current state of learning programs, practices, and expenditures across Canada; and to present an analysis of the current state of learning in organizations. We offer benchmark comparisons to learning leaders to assess where their organizations currently stand, as well as insights and strategies to enhance the learning environment within their organizations. In support of these goals, this report presents the results of a survey of current learning and development practices within Canadian organizations. One hundred and fifty- two organizations completed the survey, which was conducted between November 2014 and January 2015. The survey data helped to identify trends and detail the evolution of L&D under way within Canadian organizations. After analyzing the survey results, it is clear that some organizations are far ahead of others in terms of their programs and practices. Table of Contents Executive Summary Chapter 1—Introduction Chapter 2—Organizational Learning Culture What Contributes to Learning Culture? Canada’s Performance Decline How Strong Are Learning Cultures in Canadian Organizations? Leadership Support and Learning Culture Overall Organizational Effectiveness Chapter 3—Expenditures on Learning and Development Learning and Development Expenditures Challenging Business Environments Two Important Metrics: Learning and Development Expenditures as a Percentage of Payroll and of Revenue Hours of Learning The Spending Decline? Canada–U.S. Comparisons Spending Allocations for L&D L&D Investment and Learning Cultures Satisfaction With L&D Budgets Is the Investment in L&D Rebounding? Impact of L&D Investment on Organizational Performance Chapter 4—Methods of Learning Delivery Learning Is Still in the Classroom The Evolution of E-learning—Where Does It Stand? Informal Learning Trends in Learning Delivery Learning Program Offerings Distribution of Formal Learning Content Chapter 5—Organizational Learning Support The Structure of the L&D Function Learning Team Size Systems for Managing Learning Data Learning Resources Chapter 6—Learning Evaluation and Organizational Strategy Top Strategic Goals Learning Metrics The Evaluation Dilemma Measuring Learning Efficiency Transfer of Training Performance Appraisal Learning Accountability Chapter 7—Leadership Development Recognizing and Nurturing Internal Talent Leadership Development Practices Offered to Employees Effectiveness of Leadership Development Leadership Development Practices at Middle Management and Senior Levels The Impact of Leadership on Organizational Performance Where Do High-Performing Organizations and High-Leadership Performance Organizations Achieve Their Best Results? Should Leadership Development Be Budgeted Separately From Learning and Development? Appendix A—Survey Methodology and Respondent Profile Appendix B—Responding Organizations Appendix C—Expenditures by Organization Type, Number of Employees, and Level of Unionization Appendix D—Bibliography

This report provides L&D leaders and practitioners with data about the current state of learning programs, practices, and expenditures across Canada; and presents an analysis of the current state of learning in organizations.

Document Highlights

This report has two main goals: to provide Learning and Development (L&D) leaders and practitioners with data about the current state of learning programs, practices, and expenditures across Canada; and to present an analysis of the current state of learning in organizations. We offer benchmark comparisons to learning leaders to assess where their organizations currently stand, as well as insights and strategies to enhance the learning environment within their organizations. In support of these goals, this report presents the results of a survey of current learning and development practices within Canadian organizations. One hundred and fifty- two organizations completed the survey, which was conducted between November 2014 and January 2015. The survey data helped to identify trends and detail the evolution of L&D under way within Canadian organizations. After analyzing the survey results, it is clear that some organizations are far ahead of others in terms of their programs and practices.

Executive Summary

Chapter 1—Introduction

Chapter 2—Organizational Learning Culture

What Contributes to Learning Culture?
Canada’s Performance Decline
How Strong Are Learning Cultures in Canadian Organizations?
Leadership Support and Learning Culture
Overall Organizational Effectiveness

Chapter 3—Expenditures on Learning and Development

Learning and Development Expenditures
Challenging Business Environments
Two Important Metrics: Learning and Development Expenditures as a Percentage of Payroll and of Revenue
Hours of Learning
The Spending Decline?
Canada–U.S. Comparisons
Spending Allocations for L&D
L&D Investment and Learning Cultures
Satisfaction With L&D Budgets
Is the Investment in L&D Rebounding?
Impact of L&D Investment on Organizational Performance

Chapter 4—Methods of Learning Delivery

Learning Is Still in the Classroom
The Evolution of E-learning—Where Does It Stand?
Informal Learning
Trends in Learning Delivery
Learning Program Offerings
Distribution of Formal Learning Content

Chapter 5—Organizational Learning Support

The Structure of the L&D Function
Learning Team Size
Systems for Managing Learning Data
Learning Resources

Chapter 6—Learning Evaluation and Organizational Strategy

Top Strategic Goals
Learning Metrics
The Evaluation Dilemma
Measuring Learning Efficiency
Transfer of Training
Performance Appraisal
Learning Accountability

Chapter 7—Leadership Development

Recognizing and Nurturing Internal Talent
Leadership Development Practices Offered to Employees
Effectiveness of Leadership Development
Leadership Development Practices at Middle Management and Senior Levels
The Impact of Leadership on Organizational Performance
Where Do High-Performing Organizations and High-Leadership Performance Organizations Achieve Their Best Results?
Should Leadership Development Be Budgeted Separately From Learning and Development?

Appendix A—Survey Methodology and Respondent Profile

Appendix B—Responding Organizations

Appendix C—Expenditures by Organization Type, Number of Employees, and Level of Unionization

Appendix D—Bibliography

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