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Stalled Employee Development Initiatives to be Revived in 2013


Posted by Fryer, Shari at Thursday, 11/15/2012 10:08 am
 
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NEW YORK, November 15, 2012 – A number of employee development and training initiatives that companies put on hold during the recession may be revived and implemented in the new year, according to a survey by AMA Enterprise, a division of American Management Association.

Most organizations put one or more management development plans on hold over the past four years; 47% delayed at least one program and 36% did so in several cases.

AMA Enterprise, which provides organizations with assessment, measurement and tailored learning solutions, surveyed top managers and executives from more than 300 U.S. organizations.

Three-quarters of respondents indicated that it is very likely or somewhat likely that postponed programs may soon be revived.

In your opinion, how likely is it that one or more stalled development initiatives may be implemented during the next budget cycle?

Very likely        22%
Somewhat likely 51%
Somewhat unlikely 17%
Very unlikely        10%

Mainly due to budget limitations, shifting priorities and lack of resources broader management training programs were often held up, according to Sandi Edwards, Senior Vice President for AMA Enterprise. “The kind of projects that were implemented in lean times tended to be those that met specific short-term needs or were prompted by pressing business challenges. What are expected to gain traction as the economy picks up are programs that are longer-term in focus but equally critical to business strategy.”

Among the stalled programs both management and leadership development are regarded as most likely to benefit organizations in 2013, said Edwards. “Companies want to make high-value investments, so I expect we may see more programming in communications, critical thinking, collaboration and creativity. They’re all essential ingredients for empowering employees and enhancing productivity. In addition, companies are looking for the most effective ways to manage remote groups as well as synthesize overwhelming amounts of information so it can be leveraged by the organization.”

The survey was conducted during summer 2012 and the respondents consisted of 312 senior-level business, human resources, management professionals and employee contacts drawn from the AMA database of contacts.

With more than 85 years’ experience and headquartered in New York, American Management Association is a global leader of comprehensive talent development. AMA Enterprise, a specialized division of AMA dedicated to building corporate and government solutions, transforms enterprise-wide talent to fuel a culture of innovation, high performance and optimal business results.