Through our 2014
Developer Survey Report
, we learned that only 30% of employers provide formal
training to their technical employees on an annual basis. In organizations
without a formalized approach to technical learning, developer learning is
often piecemeal, scheduled only as needed, and driven from bottom up – meaning,
the onus is on the developer to manage his or her own learning needs.

When you are proactive in
planning learning opportunities through a formalized process, the likelihood of
meeting the organization’s strategic technical goals, and of success in
attracting, retaining and growing your technical talent, increases.

Ad Hoc Training: An Inefficient Approach

Leaving it up to the
employee to determine his or her training needs, request permission to meet
those needs, and search for a training provider means that employee is most
likely using company time to manage this learning plan. This takes time away
from more productive task accomplishment, and can mean strategic goals are not
met on time. It can also lead to lower employee satisfaction and engagement
levels, and a risk of losing the employee to another organization.

When an informal approach
is taken with technical learning, using a random assortment of training
providers – often without proper pre-qualification – is inefficient and can be
ineffective. The quality, consistency, and delivery of learning is often worse
when an employee is responsible for driving or managing his or her technical
learning opportunities, while the cost per learning hour is higher than when a
formal learning program organizes, plans, and schedules these opportunities.

How a Formal Learning Plan Makes Life Better (for You and
Your Team)

If you’re responsible for
managing technical training, you’ve probably experienced one (or more) of these
frustrations in your role:

  • Being overworked.
    Are you responsible for
    managing training for many (sometimes, hundreds or even thousands of) engineers
    in your organization?
  • Being under-resourced.
    Don't have the budget, personnel, technical knowledge, or time to do your job effectively?
  • Being overwhelmed by the options.
    There are literally thousands of learning options and training providers out
    there – how do you know what to choose?
  • Hearing complaints about
    ineffective training platforms.
    Engineers have high standards when it comes to
    learning – do you have the tools you need to meet those standards?

Formalizing the process
and incorporating the proper elements of a well-constructed learning plan
alleviates all of these frustrations, and increases your ability to attract,
retain and grow your top technical talent.

Great, I’m on Board with Formal Learning Plans – Now What?

Putting these concepts to
work sounds easy enough – and, with the right team in place, creating and
implementing a formal learning program is easy. But as we’ve noted above, you
are probably overworked and under-resourced, and this process can be
overwhelming under these conditions.

Our team is experienced
in designing, developing, and delivering technical learning in the areas of
software development, open source technologies, and technology leadership
development. We can help you align and transform technical learning into a
strategic business enabler, leveraging your resources to increase your
efficiency. Our job is to support you as you manage learning for technical
talent.

Contact our consultants
today, at (877) 629-5631 or via email, to
discuss how we can help you formalize your technical learning program.

The following two tabs change content below.
mm
This post was created by one of our editorial team members here at DevelopIntelligence. Have an idea for a new article idea? Shoot us a message!
mm

Latest posts by Editorial Team (see all)