Senior executives report drop in professional development

Slightly more than one-quarter (26%) of senior executives report reductions in their company’s professional development programs in the past 12 months, according to a new survey.

Though many companies are cutting training out of the budget, another 28% of the 150 senior executives surveyed by Accountemps said their company has expanded their training initiatives.
When asked, “Compared to 12 months ago, how, if at all, have your company’s professional development programs changed?” Their responses were:

• Expanded significantly – 9%
• Expanded somewhat – 19%
• No change – 45%
• Been reduced somewhat – 17%
• Been reduced significantly – 9%
• Don’t know – 1%

"While employers may be tempted to eliminate or scale back training in challenging times, they should think twice before making these cuts," said Max Messmer, chairman of Accountemps. "Skimping on employee education can dull your firm's competitive edge and undermine your recruitment and retention efforts."

"Providing targeted training enables staff, particularly those who have taken on new or expanded roles, to become more versatile and increase their contributions to the firm. In addition, employees who feel their company is invested in their careers will be more motivated to perform at a high level and less likely to resign when an improving economy spurs new job opportunities," he added.

Has your company been able to hang onto employee training during the past 12 months? How have your professional development programs changed?

Hot new training trend: Go ‘naked’

There’s a new idea floating around the education world that involves some stripping. Don’t worry... you can keep your shirt on. This type of stripping is less revealing, but more eye-opening and starts with taking computers out of the classroom.

I found this new training trend via Kari Quaas at the Seasonal Human Resource Blog who thinks there’s at least one educator out there “doing it right.” Teaching, that is.

Jose A. Bowen, a dean at Southern Methodist University, is teaching naked – without computers, without PowerPoint – and has challenged his colleagues to do the same. He thinks that by stripping the classroom of computers, he has a better chance of keeping his students engaged.

Instead of presenting during class, Bowen instructs students to watch a presentation beforehand. This way, students enter the classroom ready for discussion, rather than having to sit through a boring slideshow. Watch the video below to hear Bowen describe it in his own words.

Yes, the video is about lecturing in a higher-education setting, but the points Bowen makes on how a technology-less classroom can improve engagement resonate across all types of learning, even employee training.

Take a look:

Study: Online, blended learning better than face-to-face

Incorporating technology in classroom instruction can enhance learning, according to a U.S. Department of Education analysis of controlled studies comparing online and face-to-face instruction.

The Department of Education analyzed 46 studies comparing online learning to face-to-face education and concluded that “blended learning,” or program that utilize both online and face-to-face learning, is more effective than using one method alone.

From the Department of Education press release:

The meta analysis showed that “blended” instruction – combining elements of online and face-to-face instruction – had a larger advantage relative to purely face to face instruction or instruction conducted wholly online. The analysis also showed that the instruction conducted wholly on line was more effective in improving student achievement than the purely face to face instruction. In addition, the report noted that the blended conditions often included additional learning time and instructional elements not received by students in control conditions.

From the authors’ discussion section of the study:

That caution [not to assume that an effect is due to a given medium] applies well to the findings of this meta-analysis, which should not be construed as demonstrating that online learning is superior as a medium. Rather, it is the combination of elements in the treatment conditions, which are likely to include additional learning time and materials as well as additional opportunities for collaboration, that has proven effective. The meta-analysis findings do not support simply putting an existing course online, but they do support redesigning instruction to incorporate additional learning opportunities online.

Read Evidence-Based Practices in Online Learning: A Meta-Analysis and Review of Online Learning Studies (2009).

The department noted that this new meta-analysis goes against previous studies, which generally found that online and face-to-face education methods were comparable in their learning effectiveness.

Improve employee education from the inside out

“Give the proper tools to a group of people that want to make a difference, and they will.”

The above quote is a header on the Benefits page at Google Jobs, a company that was built on the premise that work should be challenging, but fun at the same time. For the hardworking employees who accept the challenge, Google offers some outstanding benefits.

From dining facilities, to gyms and even laundry rooms, Google tries to help out their employees in every way. That practice also holds true when it comes to continuing employee education.

The company offers up to $12,000 per calendar year for employees pursuing outside education that is relevant to their career. As long as employees show they’re serious about furthering their education and keep grades of “B” or better, Google will continue paying for it.

Though your company may not have the funds available to support a $12,000 education reimbursement program like Google, there are creative ways to promote employee education without spending a fraction of that kind of money.


From office to classroom

One of the easiest and most affordable ways to promote ongoing employee education is to create an in-house learning library.

Find a spot in the office, it can be anywhere from an empty cubicle to a hallway cabinet, to turn into a library. If possible, find a location that is central for everyone in the office to ensure accessibility.

Start building your library by asking everyone in the office to contribute and bring in books related on industry topics or career advice. Visit local used book stores and stock up on interesting titles that employees would find value in.

Don’t have the space for a physical library? Take it online. Set up a company Wiki using sites like PBWiki or Wikispaces and create an online learning library. Encourage employees to share information and post valuable resources that others in the office can learn from.

Give employees time, whether daily or weekly, to explore new topics with resources from your learning library. There’s no reason for creating a library if employees don’t have the time to use it.

For employees with the desire to further their education or learn more about their industry, an office library is an indispensable resource that they don’t even have to leave the office to take advantage of.

Providing employees with the tools they need to make a difference doesn’t have to cost a fortune. All you need is a great idea and anything is possible.