A New Maturity Model for L&D
Human capital is a significant driver of value in most organizations. US organizations spent more than $165 billion on learning and development in 2015, more than 1,200/employee/year. This is a massive commitment on the part of organizations. Nevertheless, most organizations fail to align learning and development spending to the organizations strategic intentions and waste training resources and investment.
IDC, in partnership with the Center for Talent Reporting has developed a maturity model that describes organizational characteristics at five levels of maturity. Each level builds on the previous and represents an increasing contribution of learning and development to significant organizational objectives. Key stakeholders of L&D and can use the stages of this model to evaluate the current capability of the learning and development function, and identify the next significant steps to continually improve the alignment of the learning and development function with the strategic intentions of the broader organization. “When effectively deployed, these practices will assure the learning and development function deploys its resources most effectively, and maximizes the contribution of learning and development to enterprise success,” Cushing Anderson, HR Talent and Learning Strategy research.
Join Peggy and Cushing for a presentation on this new model and how you can leverage it for your own organization. In this session, you will learn:
- The IDC Maturity Scape framework
- The stages of Learning and Development to drive Impact (LDI)
- The core dimensions to evaluate LDI
- Opportunities for your organization