TJ - The Publication for Learning and Development

Editorial

By Debbie Carter (September 2008 Issue)
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This month's edition features news and views from around the world. Although clearly there are differences across the globe in L&D initiatives, it is just as clear that most organisations, no matter where they are, have the same core issues to contend with: talent management, change and encouraging organisational learning.

The pace of change has accelerated dramatically in recent years, producing huge changes in business and society, as demonstrated by TJ's own L&D 2020 research project (www.trainingjournal.com/research/ld2020/index.php). A consequence of this is that people are more important than ever to organisational success; that importance will grow in the future.

Companies are complex social systems that need clear purpose, guidance and direction and those that are expert in modifying these processes will create real advantage through their people strategies. Key factors are a scarcity of talent and leadership, workforce demographics, globalisation and the growing importance of employee well-being.

An international study by the Boston Consulting Group earlier this year, entitled People Advantage: How to Address HR Challenges Worldwide Through 2015, identified three human resource areas that contribute directly to business success across the globe: retaining and developing the best employees, anticipating change and developing a learning culture.

BCG’s report showed that managing talent was the one topic at or very near the top of the agenda in every region and every industry; as companies may soon find talent scarcer than funding, this issue is going to remain a key driver of business success. Tied to this is the search for, and development of, leaders – the value added by engaged managers is crucial to business success. Leaders communicate the vision and purpose of their organisations; they are role models and the primary developers of people. Organisations that invest resources in specific leadership models reap the benefits.

As many employees start looking for more than just money, employers will need to understand more about the factors that individuals look for in their employment; work-life balance, corporate social responsibility and well-being are among the major elements of employee engagement.

Within the change agenda there are three major areas of concern: changing demographics, managing cultural transformation and globalisation. Many developed economies have an increasingly aging population and companies across all industries need to take action to mitigate the effects that this demographic is going to have on productivity.

At the same time, rapidly growing economies like Brazil, Russia, India and China will be critical to the success or failure of many companies, which will have to manage globalisation by having the right people in the right places at the right time.

In a world driven by innovation and change, becoming a learning organisation is imperative. Investment in L&D will increase to ensure organisations keep up with the pace of change, although how that capability is delivered is likely to change dramatically in the coming years.

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