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2011 State of the Industry Report

December 19, 2011 12:31 by Erin McGill

The State of the Industry Report is ASTD's annual review of trends in workplace learning and performance.  Sponsored by Allied Research Corporation and SkillSoft, this year’s report includes data from ASTD BEST Awards Winners, ASTD Forum Members and other organizations from 2002 to date.  The 2011 State of the Industry Report is available on ASTD’s Bookstore and is free for ASTD members.
The 2011 State of the Industry Report findings from more than 400 responding organizations across all major industries show that overall, organizations continue to be committed to the delivery of knowledge and the development of employees at every level. Organizations are just as committed as ever to learning and development (L&D).  ASTD estimates that U.S. organizations spent $1228 per learner on employee learning and development in 2010. Nearly two-thirds of that was spent on the internal learning function, such as staff salaries and internal development costs. The remainder was allocated to external services such as workshops, vendors and external events. 

The direct expenditure for learning as a percentage of payroll has fluctuated between 2 and 2.3 percent since 2001. This year, however, the consolidated percentage increased from 2.2 to 2.7 percent, the highest direct expenditure as a percentage of payroll recorded by ASTD for the SOIR. While the learning hours used by organizations remained stable in 2010, the associated cost per learning hour used increased by 14.2 percent, from $63 in 2009 to nearly $72 in 2010The report also covers 12 content areas. The leading content area for the consolidated group is management and supervisory learning. Manager and supervisory content also registered the greatest percentage increase change, increasing from 10.4 percent in 2009 to 12.8 percent of the content delivered in 2010. The research also found that overall, many organizations are investing in technology-based delivery systems and methods, and the growing use of technology to deliver content—especially through social media tools.

ASTD encourages readers to use this report as a benchmarking tool. Typically this report is used by executives and managers to better understand how learning directly affects employee and organizational performance, and to help learning professionals support and defend the learning function’s importance and value to improving the bottom line.


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Suite Synchronicity: Exploring the Relationship and Alignment between the CLO and Executive Team

December 16, 2011 09:45 by Erin McGill

Suite Synchronicity: Exploring the Relationship and Alignment between the CLO and the Executive Team
ASTD/i4cp

Suite Synchronicity: Exploring the Relationship and Alignment between the CLO and the Executive Team focuses on interviews with learning leaders who have successfully fostered and sustained positive and influential learning practices and relationships at high-performing organizations. Sponsored by SkillSoft, this report, also examines the relationship and alignment between the chief learning officer and the executive team from the perspective of successful executive-level learning practitioners. The insights, experiences, and recommendations of participants are explored to inform readers of the best practices, methodologies, and advice for aligning the CLO with the executive team and the learning function with the business strategy.

In several high-performing organizations, learning is a high priority to the executive suite, due to the efforts of some very resourceful and strategic-minded learning executives. In this report, they shared not only the secrets of their success, but in many cases also shared failures and the lessons learned from them. Like the CEO, these learning executives can never forget the importance of “the bottom line.” For CLOs who have managed to integrate learning into the strategic fabric of the organization, they’ve done so by ensuring that their efforts have business impact. They’ve spent the time to understand the business, to form relationships with the right people internally, and to “align” their learning programs with the business initiatives in order to enable business impact.

To learn more, download the full report from the ASTD Bookstore.


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Learning to Innovate: Exploring Learning’s Critical Role in Fostering Innovation

September 20, 2011 11:29 by Erin McGill

Is your learning department innovative? Do you know what learning’s role in innovation is? To help you better understand the connection between learning and innovation, ASTD and i4cp collaborated to study the topic. The resulting report, Learning to Innovate: Exploring Learning’s Critical Role in Fostering Innovation, examines the importance of innovation and the ways learning influences it.

The learning function can and should play a critical role in developing and sustaining the innovative culture that is the hallmark of successful organizations. There is little doubt that organizations of any size or industry need to innovate to remain successful. That innovation can take many forms, whether it is an iPhone-like breakthrough or a new spin on an old idea. What matters is that companies have systems and strategies in place to encourage, develop, and sustain innovation in every role in the organization.

Leaders may have been unsure in the past what role the learning function plays in the development of an innovative culture, if any. Our research demonstrates that learning definitely influences innovation and the role it plays is perhaps bigger and more important than previously thought. What matters most, is that companies have systems and strategies in place to encourage, develop, and sustain innovation in every role in the organization.

If you would like to learn more about the topic of learning’s role in innovation, please consider purchasing this report or downloading the informative whitepaper, The full report contains deeper analysis of the data collected, as well as interviews with several learning leaders at a variety of organizations, which outline their philosophies and strategies for fostering innovation. All versions of the report are available from the ASTD Bookstore’s website www.store.astd.org.

 


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ASTD’s Learning and Development Industry Salary and Compensation Report is now available

July 25, 2011 15:23 by Erin McGill

ASTD’s Learning and Development Industry Salary and Compensation Report, 2011 is now available at the ASTD store. Based on the responses of 1,997 L&D professionals at all levels of the industry, the 2011 survey cast a broad and deep net of inquiry and analysis into the compensation of L&D professionals to include assessments of salary, incentives, and benefits. ASTD and i4cp collaborated to investigate and create the definitive salary and compensation report for the L&D industry.

The Salary & Compensation report shows not only how much money there is in learning and development, but whether the pot has increased in the last four years, who in the profession is earning the highest pay and receiving the most generous salary increases, and what you can do to increase your own pay prospects.

Highlights of the report include:

  • The median salary for L&D professionals remains between $70,000 and $80,000 but is still considerably higher than the current U.S. average income of $46,000.
  • L&D professionals did well, from a career progression; 15 percent won a promotion and 65 percent received a salary increase between January 2010 and January 2011.
  • Experience also pays off in terms of driving higher salaries for LXs. Ten years of experience results in a noticeable bump in salaries. The biggest leaps come after 20 years of experience.
  • To maximize odds of a higher salary, the optimal career choice would be performance consulting in an L&D department that reports to a Chief Learning Officer, in a large public company within the technology industry.
  • The gender salary gap persists. There has been no change in the gap since 2007. Women’s median salaries are between $70,000 and $80,000, while men’s median salaries are between $80,000 and $90,000.

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The Q2 ASTD LXCI Report is Now Available

July 20, 2011 14:49 by Erin McGill

LXCI Highlights -Q2 2011

Learning executives continued to report positive expectations for the learning function following the first quarter of 2011. The LXCI for Q2 was derived from the responses of 357 learning executives to an online, invitation-only survey. The overall LXCI score for the second quarter of 2011 is 67.1, decreasing slightly from Q1 2011 (67.3). The score demonstrates that collectively, LXs expect the organizational learning function to improve over the next six months.

Like Q1, Learning executives expressed considerable optimism in all key indices, suggesting stability, if not growth, for the learning function in the coming months.

Dropping slightly from 90 percent, 87.4 percent of learning executives expect the same or better performance for their particular industry in the next six months.

Over half (58.8 percent) of respondents predicting that their ability to meet learning needs will be substantially or moderately better in the next six months.

About half of LXs expect staffing levels to remain stable over the next six months. 24 percent predict staffing level increases while another 25 percent predict decreased staff levels.

LXs are least optimistic about travel for training purposes and 12 percent predict a substantial decrease.

The next LXCI report (2011 Q3) is scheduled for release in October 2011.

The Learning Executives Confidence Index is available for free at the ASTD Book Store.


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Upcoming ASTD Research Webinar

June 13, 2011 14:56 by Erin McGill

The Impact of Leadership Development Programs: an ICF International Sponsored Webinar
June 27, 2011 at 11:30amEST

Join ICF International for a unique glimpse into the world of Leadership Development. Very few people would disagree that effective leadership is one of the most important elements in achieving organizational success. While it is common place for organizations to invest in leadership development programs, it is far less common to have insights into how they measure the effectiveness and value of these programs. The recently published report: The Impact of Leadership Development Programs, a research partnership between the American Society for Training & Development (ASTD) and ICF International, is the subject for these meetings.

At this event, Ethan Sanders, a fellow at ICF International and a primary author of the report, will discuss the following topics:
• What are the best examples of organizations that are able to measure the impact of leadership development programs?
• What are the specific techniques and the required context that these organizations require to link leadership development content to organizational metrics?
• Can these best practices be transplanted into other organizations, thereby allowing them to assess and improve the outcomes of their leadership development programs?

Registration is free of charge and open to ASTD members and non-members.
Please click the link below:

https://astdevents.webex.com/astdevents/onstage/g.php?t=a&d=599041049
event password: astd


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Mobile Learning: Learning in the Palm of Your Hand is now available

June 3, 2011 10:26 by Erin McGill

It is no secret that mobile computing is here, but what does that mean for learning professionals and the learning function? How will it affect instructional design? What influence, if any, will device manufacturers, platform providers, and software developers have on mobile learning’s future? ASTD and i4cp partnered to investigate the topic and the resulting report, Mobile Learning: Learning in the Palm of Your Hand, addresses these questions.

Mobile Learning: Learning in the Palm of Your Hand finds that while the future of mobile learning is speculative, it is clear that organizations have no alternative but to at least begin addressing the implications of the incorporation of mobile technology into their learning strategies – it is simply a matter of time and technology.

For the Study, 85% of respondents indicated their company provides mobile devices to at least some of the workforce, but less than 30 % did so with tablets. Tablets still lack the ubiquitous mobility of a phone. As with laptops, a user must make the conscious decision to carry a tablet with them.  Mobile phone usage is less deliberate. This gets to the heart of just-in-time learning – a person often needs information when they least expect it. Mobile devices provide the medium for learning ubiquity: anytime, anyplace.

Some of the other concepts examined in the study include:

•native applications vs. the mobile web
•mobile learning vs. the classroom
•mobile learning vs. performance support
•mobile learning vs. virtual learning.

Mobile Learning: Learning in the Palm of Your Hand is now available for download at the ASTD Bookstore.


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Learning Executives’ Confidence Reaches New High in 2011

May 12, 2011 09:59 by Erin McGill

ASTD’s Learning Executive Confidence Index (LXCI)  assesses the outlooks and expectations of learning executives for the next six months, on a 100-point scale, modeled after the CEO confidence indices reported by Chief Executive Magazine and The Conference Board. The LXCI provides a snapshot of learning executive confidence in the future and factors in expectations of their learning functions' abilities to meet learning needs and to show impact in the following areas:

1. Corporate productivity
2. The status of learning as a key strategic component within the organization, and
3. The availability of resources for learning

LXCI Highlights for Q1 2011:

• The overall LXCI score for the first quarter of 2011 increased by five points to 67.3, the highest overall confidence score reported since the inception of the LXCI in August 2008.
• Over 71 percent of executives expect the learning function to positively impact corporate performance in the next six months.
• 61 percent of LXs expect that their ability to meet their organization’s learning needs in the next six months will improve. Over 69 percent of LXs foresee improvement in learning’s status as a key strategic component.
• 81 percent of LXs expect resource availability to stay the same or improve in the next six months.
• Almost 42 percent of LXs anticipate increased expenditures on outsourced or external services to aid in the learning function.
• About 13 percent of respondents, or 36 learning executives, report expecting a moderate to substantial decrease in workplace learning and performance expenditures in the coming six months.
• First quarter 2011 data indicates that the learning function will increase in prominence and funding in the coming months, allowing organizations to increase productivity and efficiency through improved employee training and development.

Learning executives reported positive expectations for the learning function following the first quarter of 2011. After ending strong in 2010, the overall LXCI score for the first quarter of 2011 increased by over four points to 67.3, from 62.9 in the fourth quarter of 2010. Derived from the responses of 354 learning executives to an online, invitation-only survey, these scores demonstrate that collectively, LXs expect their learning functions to improve over the next six months. Learning executives expressed considerable optimism in all key indices, suggesting stability, if not growth, for the learning function in the coming months.

Access or download the full report for free


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