DALLAS/FT. WORTH – November 19, 2013 – While traditional training courses and E-Learning were the most-used employee career development methods in both 2011 and 2013, they consistently ranked much lower in effectiveness in both years.
The information comes from a comparison of results from two surveys conducted by Insala in 2011 and 2013. The purpose of both surveys was to discover trends around the use and effectiveness of career development methods.
In order to determine the most-used employee career development methods in 2011 and 2013, respondents were asked to select all career development methods used in their organization from a list.
Significant trends in career development method usage include:
– Use of traditional training courses has dropped by 9 percentage points (87% of respondents reported using this method in 2011, compared to 78% in 2013)
– Use of E-Learning has increased by 2 percentage points (68% of respondents reported using this method in 2011, compared to 70% in 2013)
Likewise, in order to determine the effectiveness of these career development methods in 2011 and 2013, respondents were asked to select the three methods that they found to be most effective in their organizations for two populations: director-level and above, and all other employees.
Significant trends in career development method effectiveness include:
– Traditional training doesn’t rank in the top five most-effective career development methods for employees who are director and above in either 2011 or 2013
– Traditional training has dropped from the most effective to the second-most effective career development method for all other employees (50% of respondents reported that this method was effective in 2011, compared to 31% in 2013)
– E-Learning does not rank in the top-five most effective methods for either population in either year
The survey was released in July of this year, and was closed in September with a total of 359 respondents. Of those responses, 202 were valid for the analysis described above.
The Industrial and Organizational Psychology Center at the University of Texas at Arlington, directed by Dr. Nicolette Lopez, Ph.D., assisted in processing and interpreting survey data.
A white paper detailing all findings will be released by Insala in early 2014. Visit www.insala.com for more information or email editor(at)insala.com to request a copy of the results.
Insala is a leading global provider of talent development solutions through innovative Web-based SaaS (Software as a Service) technology. Insala seeks to be a partner to organizations by focusing on employees’ development at every stage of their employee lifecycle, providing solutions for employee career development, mentoring, coaching, career transition, and corporate alumni programs. For more information, please visit www.insala.com.