CIPD Essay

When pioneers such as General Motors and General Electric began offering standardized in-house training programmes, about 100 years ago, they focused on imparting lower-level, day-to-day skills. (Richard Benson-Armer, 2016) Today, globalisation is an inescapable backdrop to the boardroom agenda and organisations understand that the potential benefits of global in-house training programmes are huge yet are a challenge to design and implement. (Mitchell) The CIPD also states ‘Organisations operating in a global environment need to consider how they will identify, recruit, deploy and develop talent on an international basis as part of their overall people management strategy. A consistent approach is important while taking into account regional

What’s more, the organisation as a whole has to deal with multiple providers or vendors, often running into the thousands depending on the size of the company. This dramatically harms business efficiency and in its own way creates complexity. By taking a global approach to L&D it’s possible to achieve global consistency, reduce the number of contracts on the books, create strong relationships with partners and thereby more tailored learning solutions, and increase the consistency of communication’. Though Primeast are selling their services as a global training provider and may be considered to provide a biased view, their support of consistent global programmes is supported by others. In 2017 the Open university and Campaign for Learning presented the findings of recent OU research on the challenges of global L&D (Asher, 2017). The research, based on the responses of over 200 senior L&D decision makers highlighted the demands of global

When operating on an international basis an organisation faces additional challenges and needs to determine the best way to develop and maintain the talent base. It is important that the needs of both the employee and the organisation are considered, and that the full potential of all employees is realised. With the wide range of different L&D programmes available and the range of delivery approaches, it is the role of the L&D team, in consultation with business leaders and line managers, to select an appropriate course and delivery method for global programmes. (CIPD, 2016) The design and delivery of learning is also being directly influenced by new working practices, emerging technologies, flexible working patterns, dispersed locations and multi-generational teams (Cheese, 2016). The 2016 Towards Maturity report (Dixon, 2016), a review of other 4,500 organisations supports this view, with L&D teams prioritising the development of their own skills to meet the changing L&D practices. As per the table below, there is a strong focus on developing skills in blended learning, online delivery