Can CHRO rely on the employee’s personal development on their own?

We wanted to know how the executives are learning after work and how the executive spend their time after work for learning. To explore this first, we established a group of companies where we wanted to learn about the self-learning behaviour of employees:

Multinational companies invest 35% of expenses for employee learning. While corporations which have 500 to more than 1000 headcounts distribute about 20% of expenses.

For our survey, we form 3 subgroups. And we found the following situation. This table provides information about the hours people in 3 age groups spend on personal development activities per week:?

"22 - 30", "30 - 40", and "40+".?

It also categorizes the number of hours spent into four ranges:?

• "Less Than 3 Hours Per Week";?
• "3 - 7 Hours Per Week";
• "8 - 12 Hours Per Week";
• And "12+ Hours Per Week."?

The percentages in each cell indicate the proportion of people in each age group who fall into each category of hours spent on personal development.

We found the age group 22 - 30, spend less than 3 hours per week for their professional development outside working hours. Many of them are not interested in learning from books anymore because they want to learn from their professional working environment.?

The group 40+ spent the least amount of time on their personal development because of other priorities and now they are more interested in having a stable job and career.?

But we also found there are 10% of executives from the age group 30-40 and 40+ who spend 3 - 7 hours in terms of their professional development. Besides that, the age group who are spending 12+ hours per week and belong to "the age group 40+", are Director and above level.

This table suggests that the majority of individuals in all age groups spend less than 3 hours per week on personal development, with a gradual decrease in this percentage as age increases. It also shows that a smaller percentage of people in each age group dedicate more time, 3 - 7 hours, 8 - 12 hours, or 12+ hours per week, to personal development activities.

Therefore, we need to bring the age group of 22-30, 30 - 40, and even a group of 40+ to professional development from our company side to equip them with the right skill set which is relevant to the business goals. We can't just depend on their self-developed professional skills.

How does CHRO help employees comprehend expertise to adapt the company’s and market's requirements??

1. Expertise development with internal trainers:

When it comes to internal trainers, the CHRO can leverage the existing knowledge and skills within the organization. Internal trainers often have a deep understanding of the company’s culture, processes, and goals. They already understand the characteristics of each employee, their ability to engage and personalize the material is much greater.?

However, using internal resources for training can sometimes be a drain on productivity because of inadequate mentoring and coaching skills, managers think that they don't have the responsibility in coaching. Therefore, CHRO not only needs to pay attention to the coach's skills but also their supportive mindset. Currently, we are running another research in terms of the effectiveness of the internal trainer, we will share that insight soon as well.?

How can you know the level of your manager's performance coaching? Take the scorecard and find out your result click scorecard below:

1. Expertise development with external trainers:?

On the other hand, external trainers bring in fresh perspectives and specialized expertise that may not be available within the organization. External trainers can provide a new perspective to the material and speed up the efficiency of learning.?

However, effective external trainers should have specific tools for employees to practice after learning, the training content should directly help employees solve problems or fill the skill gaps, aligned to business and career roadmap.