Prioritizing Who for Formal Learning LO20498

Rumley, Diane (
Wed, 27 Jan 1999 21:23:34 +1100

Greetings from the ether,

I am a lurker on this list and enjoy reading the lively discussion and
informative debates that make up this list.

I have a quandary in my work that causes me to come out of shadows and ask
a question.

I manage Human Resource Development department in a local government.
This organisation is beginning to recognises the importance of learning in
order to keep abreast of a turbulent working environment, however there is
a limited training budget and there are a few problems working out just
who does the learning.

We need a transparent policy for prioritising [who] participates in formal
learning opportunities and who does not.

There is a "learning needs analysis" under way at present, however it will
be a little time before all of this information is collated and analysed.
Once this information is available it will tell us what training is needed
(measured against the strategic plan) and give us a profile of our
employees' present skills. The problem is that those who participate in
training will have increased promotional opportunities, so how do we
decide who participates, who does not and maintain a clear conscience.

Traditionally, these decisions have been made by managers based on the
relationships they have with their employees, a reward for good work or
towing the line. Training budgets have also been spent on managers going
to conferences in exotic locations instead of on more lowly ranked
employees with pressing training needs (a not uncommon occurrence I would

Any input would be greatly appreciated


"Rumley, Diane" <>

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