Results of the latest PersonaList.at survey
Dear Ladies and Gentleman,
What use is the best training if there is no sustainable learning success? For this reason, we conducted a survey on learning transfer and learning technologies on PersonaList.at – The Platform for HR Managers – in May 2013.
Out of 1.243 HR Managers 94 people participated in the survey. 66% of the participants work in companies with 100-2000 employees. 60% of the companies operate internationally.
How employees prepare for a training
„The process for optimal learning transfer starts with a good objective target and preparation for the training“, says Masha Ibeschitz-Manderbach, Managing Partner of MDI. As a result, she is pleased that a preparatory talk between the superior and the employee, in order to define the targets of the training, takes place in 47% of the participating companies. At least 34% plan such a conversation but do not carry it out. Almost 40% either obtain feedback from colleagues and employees or complete online analyses beforehand. Less than 30% prepare themselves with technical literature or e-learning.
The importance of particular learning technologies for soft skill trainings
76% and 69% consider case studies and online self-tests important and very important. Virtual coachings/reflection and virtual peer follow-ups are also regarded as important and very important by a majority of 60%, respectively.
However, new learning technologies such as vodcasts/learning videos, social media, serious games, podcasts, and e-books are assessed as rather not important or not important at all by the majority. This raises the question of whether this result, which MDI considers very surprising, is based on a non-satisfying supply or on the non-willingness of companies to use new learning technologies.
Which components are used in companies
The use of certain components reflects the assessment of their importance. 67% and 62% of the participants state that they use case studies and online self-tests in their companies. Less than 20% of the participating companies use serious games and podcasts, whereas purchased vodcasts, virtual coachings/reflection and virtual peer follow-ups are employed by up to 30%. Almost 40% make use of their own vodcasts, e-books and social media.
Once again it shows that the new learning technologies mentioned above have obviously not generated acceptance yet, because a majority of 60% to 80% does not use them (yet).
Who carries the highest responsibility for learning transfer
73% of the participants believe that the participant of the training bears the highest responsibility for learning transfer, followed by his superior. Only 2% consider the training institute and 6% the trainer to carry the highest responsibility.
Masha Ibeschitz-Manderbach is surprised by the latter, because she sees a big part of the responsibility with the training institute and the trainer: „We apply various methods and tools to support the learning transfer – before, during, and even up to one year after the training“
Evaluating the learning success
90% of the participating companies evaluate the learning success with a feedback sheet, 67% with an individual feedback talk, 39% in a follow-up session, 25% by interviewing colleagues, and 18% with an online questionnaire after a certain time period. Only 5% do not check the learning success at all.
You can view the detailed results here.
Our next open seminars
Laterale Führung – Führen ohne Vorgesetztenfunktion
17.06. – 18.06.2013 in Vienna
Info and registration
MDI Summer Academy 2013
New Leaders Program
Learn the most important real life leadership skills within 5 days
19.08. – 23.08.2013 in Falkensteiner Hotel & Spa Bad Waltersdorf****
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MDI Sommerakademie 2013
Kompetent als neue Führungskraft
Die wichtigsten Führungsinstrumente für die Praxis in 5 Tagen
26.08. – 30.08.2013 in Falkensteiner Hotel & Spa Bad Waltersdorf****
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Have a nice week!
Best regards,
Your MDI-Team