Elearning - February/March 2008 - (Page 18) Enterprise-Wide Learning and Development THESE BEST-IN-CLASS PRACTICES AND TRENDS CAN HELP ANY ORGANIZATION. B Y K E V I N M A RT I N An unavoidable and growing labor gap is being created primarily by two distinct forces: (1) the mass numbers of baby boomers that are now starting to leave the workforce; and (2) the limited number of skilled workers entering the workforce. These two forces are pressing organizations to plan and prepare for anticipated talent needs. The situation is being further compounded by two other factors: global18 February/March 2008 Elearning! ization and the “Net” generation. To overcome these mounting external pressures, organizations are looking internally in order to achieve and sustain competitive advantage. As a result, Human Capital Management (HCM) has taken on heightened strategic importance organizationally, and enterprise learning and development is taking center stage. STRATEGIC IMPORTANCE HCM has become a boardroom-level topic with overarching organizational implications and impact. In fact, according to an Aberdeen benchmark report, 78 percent of the 245 organizations surveyed worldwide responded that HCM is either a “high” or “top two” organizational priority. The 2007 study found that the overwhelming pressure driving all organizations to focus resources on HCM is “the need to increase the productivity of the company’s workforce.” Furthermore, the majority of all surveyed companies said they plan to impact productivity by aligning the workforce with business objectives. The role and strategic relevance of enterprise learning and development within HCM became very clear another 2007 Aberdeen benchmark report. In this groundbreaking study — which consisted of survey responses from 687 HR, training and business line management professionals and executives from around the world
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