HR professionals admit they’re dropping the ball on training and development

by on July 25, 2014 · 0 Comment POSTED IN: News, Uncategorized

In a new survey conducted by the Rapid Learning Institute (RLI), most HR professionals admit they don’t devote enough time to training and developing their people. While 73 percent of respondents said they were responsible for employee development, only 12 percent said they give training the time it deserves.

These results echo a common frustration about training and development. Lack of time is often cited as the biggest obstacle when training programs do not achieve their expectations.

Survey-Chart 2

But the results also suggest that HR pros would like to take a larger role in developing their organization’s talent. If given the opportunity, an impressive 92% said they would like to create a stronger talent development culture in their organization.

Survey-Chart 3

While this result offers some hope, companies will need to prioritize talent development as a significant responsibility worthy of HR’s time and resources. Otherwise, HR’s contribution to training will continue to come up short.

RLI’s nationwide survey, conducted over the course of July 2014, included more than 400 HR professionals. For commentary on the results, please visit The HR Café blog.


Rapid Learning Institute (RLI) provides online training and talent development tools for businesses, government agencies, nonprofits and educational institutions in the areas of sales, leadership and management, human resources, employment law compliance, and workplace safety. RLI’s approach is founded on three core principles: 1) Rapid Learning. Workplace training should be delivered in short bursts – just six to 10 minutes at a time. Today’s multi-tasking workforce has neither the time nor the attention span for traditional lengthy training formats. 2) Single-Concept Learning. People learn best when training is focused on a narrow concept where learning goals are clearly defined. When training is delivered in small packets, the brain can easily absorb, remember and apply what it learns. 3) Research-Based Learning. Training is most powerful when it’s grounded in verifiable research. When learners see training as credible, they’re more likely to translate the learning into on-the-job behavior. RLI’s signature six to 10 minute modules, called Quick Takes, incorporate these three ideas into unique training programs that get results.

Based in Greater Philadelphia, RLI is an operating division of Business 21 Publishing.

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