life long learning for HR professionals

welcome to the blog
see our blog from the 2008 annual conference with the CIPD from Harrogate http://www.cipd2008.blogspot.com/ ====================================================
Mike Morrison is director of RapidBI, an organizational effectiveness consultancy. He has been involved in HR, OD and strategic development for over 20 years. He can be contacted via www.rapidbi.com/

© This article is copyright RapidBI 2006, 2008 – it may be copied providing the authors are credited, and direct links maintained

Diagnosis and Evaluation

Where are we now? Where do we want to be?

This is a simple yet basic step in any intervention, at any level within our respective organizations. Yet what is the extent to which we really do it? Where is the 'you are here' marker in our organizations? Sure, some of us have tools like customer satisfaction and staff engagement data (as well as the basic business financial measures), but holistic, strategic data?

In the 2007 survey, Develop the Developers (by Morrison & Ritchie), responders to the survey provided the following answers in response to development activities:

Use of diagnostic approaches:
Always (8%); usually (33%); sometimes (46%); rarely (10%); never (4%).

Use of evaluation approaches:
Always (37%); usually (43%); sometimes (15%); rarely (2%); never (2%).

This highlights why much of what we do in organizational development (OD) and human resource development (HRD) fails, on a regular basis, to make the desired (and recognized) strategic impact.

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Mike Morrison is director of RapidBI, an organizational effectiveness consultancy. He has been involved in HR, OD and strategic development for over 20 years. He can be contacted via www.rapidbi.com/
© This article is copyright RapidBI 2006, 2008 – it may be copied providing the authors are credited, and direct links maintained

Who pays for your training?

So who does pay for your training, development and qualifications?

In the 2007 Develop the Developer we obtained the following results:
Who pays for your development?

Always Usually Sometimes Rarely Never
My employer pays for all development & training (25%) (38%) (21%) (9%) (7%)
My employer pays for any qualifications (21%) (29%) (23%) (14%) (14%)
Suppliers pay for my training / development (3%) (3%) (11%) (9%) (75%)
I pay for any qualifications (26%) (18%) (29%) (17%) (11%)
I pay for short workshops/ Networking events (24%) (13%) (23%) (19%) (21%)
I pay for most of my development & training (24%) (18%) (20%) (20%) (18%)
50/50 Both pay a contribution (3%) (7%) (22%) (18%) (51%)
Government/ local authority/ EU funded (1%) (1%) (25%) (11%) (62%)
Free Provision - I attend 'taster sessions' (7%) (10%) (52%) (18%) (14%)


So who pays for your training?
This data is (c) RapidBI and develop the developer.
If quoting this information please quote the source as Morrison & Ritchie - www.DeveloptheDeveloper.com

Welcome to Develop the Developer

In the summer of 2007 Mike Morrison and Ken Ritchie set out to explore the current and future skills of people development professionals.

It has been a long time in the making but finally the results are starting to be understood.

We will use the Blog to release graphs and analysis of the data obtained. The full project website is http://www.developthedeveloper.com

Inital Findings - who is the 'typical' developer in 2007?

• Female
• aged 26-56
• Employed as a developer in a company
• A member of the CIPD
• Has been in a development role for 5+ years
• Has undertaken 100+ days of self development

This is almost itentical to a simular survey undertaken in 1991 - the only difference - the developer would have been male!

More soon

Mike Morrison & Ken Ritchie