We continue our look at the CIPD’s recent Learning and Talent Development Survey with a bit of crystal ball gazing into what’s in store for the L&D industry.

Previously we reported on the use of talent management and learning diagnostics, this time the focus will be on the changes that we’re likely to see and the challenges we’re likely to encounter as L&D professionals over the coming months and years.

Firstly the anticipated changes over the next two years, with respondents being asked which major organisational changes would most affect learning and development in their organisation over that time period. The results indicated that the most commonly anticipated major change was a greater integration between coaching, organisational development and performance management to drive organisational change. Aligned with this were changes linking learning and talent development with performance management and organisational development, reported by two-fifths of respondents, while a third reported closer integration of the L&D activity with business strategy.

It also appears that organisations are taking a more holistic approach to L&D, performance and organisational development, recognising the clear links between these elements of organisational success. This is particularly the case in the private and non-profit sectors.

The future of L&D funding was also addressed by the study and, unsurprisingly, the current economic uncertainty is reflected in budgetary expectations over the next 12 months. Just one in ten organisations anticipates that the funding of L&D will increase while nearly two-fifths anticipate reductions.

However, there are significant differences in terms of the expectations of the public and private sectors. The public sector is particularly pessimistic regarding their future L&D funding with nearly two-thirds anticipating decreases. In contrast, only a quarter of private sector and non-profit organisations anticipate a decrease in this funding over the next year.

Finally the study concludes by highlighting the five main challenges and opportunities that L&D professionals will face in the immediate future. These are:

• Developing the resourcefulness needed in a resource-light environment and having a much broader view of what resource is
• Helping organisations to innovate and create
• Configuring themselves to better deliver the situational need of the business they are operating within
• Helping to continuously develop managers and supporting their capability to lead and manage sustainably
• Being effective in offering solutions, in particular refreshing existing practice

As mentioned previously the survey contains a raft of useful information and insights. It can be downloaded from:

http://​www​.cipd​.co​.uk/​h​r​-​r​e​s​o​u​r​c​e​s​/​s​u​r​v​e​y​-​r​e​p​o​r​t​s​/​l​e​a​r​n​i​n​g​-​t​a​l​e​n​t​-​d​e​v​e​l​o​p​m​e​n​t​-​2​0​1​2​.​aspx