Written by: James Burke
Thursday, July 27, 2006

Content below originally taken from this blog entry

Jessica Jarvis, CIPD Learning and Development Adviser, said:

"Any organisation planning a major reorganisation needs to
plan resource issues, from IT implications to office space and furniture. But this research shows that many organisations don't pay the same level of attention to managing their human resources. Employers that do not equip their staff with the training and development needed to work effectively after a major reorganisation are running the risk of undermining their own objectives."

Some highlights from the survey report are provided below:

• Two thirds of organisations (67%) say that insufficient training and development is in place to follow organisational change initiatives over half (56%) say that the training and development implications of change are simply not thought through.Yet separate CIPD research shows that major organisations can expect to undergo major restructuring, on average, every three years, and that 40% of these reorganisations fails to deliver on its objectives.
• The '2006 Learning and Development Survey' reveals that
  45% of reorganisations only involve learning and development professionals after all the major decisions have been made or at the final stages of the project.
• A further 9% do not involve learning and development professionals at all. On the plus side, 27% of organisations involve learning and development professionals from the initial planning stages, and in a further 19% of organisations they are brought in at the initial implementation stage.
  

Changes in workplace learning:

• The slide of the formal training course from its once pre-eminent role in workplace learning continues. 56% of learning and development professionals now tell us that on-the-job training is the most effective way for people to learn in their organisation. Only 17% say that formal training course takes this accolade in their organisation
• In keeping wi