1100 Kate Howes.pptx The Value of Education and Training: Developing a Learning Organisation for Sustainable Growth

1100 Kate Howes.pptx The Value of Education and Training: Developing a Learning Organisation for Sustainable Growth

• 1.
  The Value of Educationand Training in Project Management Developing a Learning Organisation for Sustainable Growth “The organisations that will truly excel in the future will be the organisations that discover how to tap people’s commitment and capacity to learn at all levels” Peter Senge
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  The importance oftraining and development 1. Why ongoing learning matters 2. The benefits of effective training for the individual and the organisation 3. How to create a ‘Learning Organisation’ 4. Types of training available to organisations and how to choose 5. Next steps
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  Why ongoing learning matters… Some assumptions
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  Some assumptio ns
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  Why ongoing learningmatters: Surviving and Thriving • Rapid pace of Change • Technological advancements including AI and Big Data • Ageing workforce – one third of employees in the UK are over 50 and are expected to retire in the next decade • The need for more sustainable management and resource use across the globe • Increase in demand for project work globally
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  Why ongoing learningmatters: The current business climate https://www.onrec.com/news/news-archive/indeed-reveals-the-uk%E2%80%99s-best-jobs-of- 2024-project-manager-takes-the-top-spot
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  Why ongoing learningmatters: Skills shortages Over 80% of small-to-medium enterprises (SMEs) have been identified with skills shortages in project management 83% agreed their employer needs to improve project skills across the workforce. APM Research 2024 Between 2011 and 2022, the average number of training days per employee in England declined by 19%, from 4.3 days to 3.5 days. Employer investment in training per employee decreased by 19% in real terms over the same period. (Office for Fiscal Studies) arly, employer investment in training per employee decreased by 19% in real terms over the same period .
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  Trends shaping theprofession in 2025 Trends shaping the profession in 2025​
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  Why learning matters: Creating a pipeline of talent
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  Benefits of Training 1.Trainingleads to a 37% increase in productivity in an organisation. Source: IBM Training Study 2. 84% of employees in the best-performing organisations receive the training they need compared to 16% in the worst- performing organisations. Source: Deloitte 3.Companies that invest in employee training can see a 24% higher profit margin than those who don’t. Source: The American Society for Training and Development (ASTD)
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  Benefits of learning forthe organisation and the economy Improved efficiency: Improved project outcomes, improved productivity Business resilience, diverse agile teams adapt better to market changes Innovation growth: Skill development drives new approaches including sustainability across the organisation Staff retention and satisfaction. Talent Development. Capitalising of staff potential. Reduction in recruitment costs.
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  Barriers to learning Organisationalculture Lack of information about training options Lack of engagement Resistance to change Time and cost
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  The enablers: Creatinga Learning Ecosystem
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  Your personal experience
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  Training Options • Micro-credentials– both free and paid • On the job learning - Coaching/mentoring/peer to peer learning • Professional and chartered certification • Short courses • Apprenticeships Levels 2 to 7
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  Funding for training ADULTSKILLS FUND REGIONAL GRANTS APPRENTICESHIP FUNDING
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  • Defined rolesfor capturing and sharing knowledge • On the job and off the job options • Defined processes to capture, share and apply knowledge • Appropraite data management systems • Whole organisation approach • Growth mindset • Innovation focus • Clear vision and goals • Support and incentives • Succession planning Strategic Direction Culture of continuous improveme nt Defined learning structures Effective knowledge sharing processes Principles of a learning ecosystem
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  Characteristics of alearning organisation: Questions to ask • To what extent does the organisation promote an innovation mindset and openness to change? • How are career paths structured? • How are skills and knowledge gaps identified? • To what extent is there a focus on continual quality improvement? • How is learning integrated into roles? • How are learning options identified and evaluated? • How effectively is information shared and managed across the organisation? • How confident are staff to give feedback and make suggestions? • To what extent does the organisation capture lessons learned? • How is peer-to-peer learning structured and encouraged? • What incentives and support are available to staff undertaking training? • How is innovation recognised and rewarded?
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  Final thoughts… Salesmen andauthor Zig Ziglar once wrote: "the only thing worse than training people and having them leave, is not training them and having them stay.“ Thank you for listening. Any questions?