HRD 2012 at London's Olympia Learning on Demand and developing your sales talent.

Today’s HR Function specialists have a role somewhat akin to those stage acts of plate spinning.

The plates they spin include Employment Law, Learning and Development, Change Management, Coaching and Mentoring, Discipline and Grievances, Corporate Strategy, Recruitment, Absence, Age Discrimination, Redundancy, Talent Management, Performance Management, Diversity and Equality, Strategic HR, Management Development, Terms and Conditions of Employment, Maternity and Parental Rights to name just the most obvious.

So it is not surprising that their professional body the CIPD has a show with the size and scope of HRD 2012 this year held at London’s   Olympia. I am writing this blog just outside the hall for Day two of the exhibition and conference.

Released alongside the show yesterday April 25th,  was the CIPD Cornerstone survey

(Learning-talent-development survey) reveals that traditional methods of workplace learning are considered amongst the least effective ways to “up-skill” employees – but still dominate many L&D programmes.

When asked to choose the most effective ways of delivering training, just 16 % of learning and talent development professionals opted for “formal education courses”, and the same number for “coaching by external practitioners”. Only 11 % pointed to “e-learning”.

Yet despite doubts about its effectiveness,

less than a fifth (17 %) of the report’s respondents plan to reduce their reliance on “classroom and trainer-led instruction” over the next two years.

When asked what methods are most likely to work, most learning and development professionals pointed towards training that is integrated into the normal course of their jobs.

 Half of respondents (52 %) responded that “in-house development programmes” were amongst the most effective ways of delivering training, while almost as many (46 %) cited “coaching by line managers”.

Two-fifths (39%) pointed towards “on-the-job training”.

Other insights from the report include

• A third of public sector organisations anticipate greater use of e-learning across the organisation over the next two years, compared with a fifth of other organisations.

• Fewer organisations than last year report they undertake talent management activities. In two-fifths of organisations, talent management activities cover all or most employees, but most focus on high-potential employees and senior managers.

• Two-fifths of organisations report that innovation and creativity are critical to their organisation and that everyone is involved.

• Half of organisations report that their economic circumstances have declined in the past twelve months, rising to three-quarters in the public sector.

• The median annual training budget per employee was £276, less than last year’s figure of £350. The median number of training hours employees receive per year was 24, again a reduction on last year.

Of course these figures were not specifically on Sales managers and salespeople but one suspects that equivalent trends would be prevalent in the relevant sectors.

So  the main reason for people visiting HRD 2012 is looking for ways to improve organisational performance. This year’s show is organised in streams in Learning and Talent development, technology for learning, coaching and OD, Leadership and Development.

Looking on the website for the show on offer are areas dedicated to coaching or talent or get an update across all areas of learning and organisation development.

 The sessions are presented to take into account different formats and find a learning style that suits the visitor.

 It is an opportunity to gain practical tips and advice to improve individual and organisational performance.

 Both at the conference proper and the exhibition there are talk and pitches HR and business leaders, who are experts in their chosen fields

There are openings to work through your business issues in practical workshops with like-minded peers.

 One aspect I find helpful about the HRD show is one is able  to benchmark ones existing approaches to learning and organisation development.

It is also great to share experiences with leading organisations who are tackling the same challenges as I encounter.

From a personal networking viewpoint It is a place to make new contacts, network with your peers, and re-acquaint with old friends and colleagues.

 One can look at the latest products and services in learning and organisation development at the free exhibition.

I will definitely be going to see the NEW Technology in the Learning Zone for the latest developments in technology-enabled learning.

Well I better stop blogging get into the show- the doors will be opening shortly.