Embracing Time to Train - How the NEW legislation represents an opportunity for learning and development professionals

We know it makes business sense for organisations to provide their employees with the right training and tools to help them perform well in their roles. So, encouraging organisations to make training a priority is, in principle, a good thing.

Last month, a new piece of legislation called 'Time to Train' came into force which gives employees the right to request time off for training.

Why not take it as an opportunity to review and improve what you currently do? Take a proactive approach to complying with the law and, at the same time, do what's right for your people and your organisation.

Be imaginative. What solutions are available?

The new law gives the training department legal backing with budget holders to ensure training procedures are adequate, up-to-date and addressing real needs of the current workforce and organisation.

Of course, if you already deal with all training requests and your people development is aligned to organisational objectives, then perhaps no major changes are needed. However, the new law presents an opportunity for you to review how you currently deliver training and support performance organisation-wide.

Perhaps learning can be delivered in a more time-efficient and cost-effective way? Perhaps this is an opportunity to be clearer about what you want to achieve for the organisation and measure the impact of the learning accordingly?

The CIPD Learning and Development 2010 survey identifies that a ‘blend’ of training methods is the most effective. This can include formal face-to-face training, e-learning programmes, virtual online classrooms or coaching. How are you using the following?:

· Try live online training. Outsource or subscribe to a web-based service that covers the key skills needed within your organisation and which offer flexible access for all. For example, LiveTime Learning, an interactive learning channel which recreates the live training experience online. See www.livetimelearning.co.uk/

· E-learning is still rising in effectiveness and popularity with 62% of organisations using e-learning more now than in 2009 (CIPD survey). For e-learning to be successful it needs to engage the learner and focus on clear business objectives.

See Towards Maturity which aims to improve the impact of learning technologies at work.

· Coaching is personal and on-the-job and was recently found to be one of the most effective (according to 51% of practitioners) and wide spread (used by 82% of practitioners) learning and development practices (CIPD Learning and Talent Development 2010 Survey). In-house development programmes were also found to be successful.

· Outsource to specialist trainers when specific skills need to be built by a smaller number of the workforce (such as machine handling, or specific technical skills). There are a number of good online resources which can help you find a training partner:
www.trainingzone.co.uk/directory/all
www.personneltoday.com/companies/search.aspx

A Responsibility and an opportunity

For organisations with good training procedures already in place the new legislation re-affirms your responsibility and enables you to map the rules against your existing practice. It is designed to motivate those that aren't providing adequate skills development for individual employees in the context of the organisation’s goals.

It probably depends on your perspective whether or not you consider the new law a positive move. However, it is an opportunity to reinforce some key messages, such as ensuring individuals better understand how their development requests can make a direct impact on the business.

'Time to Train', therefore, represents a responsibility for L&D professionals, which is shared by employees who will have to submit SMART requests to succeed.

It’s also an opportunity to explore innovative new ways of delivering real business impact through learning and performance support across your organisation.

Cheryl Clemons is communications director at Brightwave, the workplace e-learning specialist. Additional whitepapers and practical guides can be found at www.brightwave.co.uk/ .