Thu, Sep 11, 2014 12-1 PM Sydney, Register
The L&D profession is facing stress in Australia bought about reduced budgets, outsourcing, increased speed of business and the impact of technology. This is being reflected in the changing quality and quantity of L&D jobs and career paths available. We cogitate on the skills needed to ensure L&D professionals keep themselves in demand including digital and business skills. We discuss the options and alternative career options and pathways for L&D professions.
- Les Lisz– Training Manager Projects at EnergyAustralia. Les is passionate about learning. Trained as a chartered accountant, Les chose to pursue a career in Learning. He has worked for Australian Red Cross, KPMG, Ernst & Young and Telstra prior to joining Energy Australia. Calling Learning To Account: Learning Conversation with Les Lisz
- Rob Wilkins – Head of Learning for Aussie Home Loans. A business professional with extensive experience in Learning and Performance and Human Resources, Rob Wilkins brings his unique perspective as a practitioner, a learner and researcher in corporate learning. His experience has been gained over the last 20 years.
- Jeevan Joshi – Founder – Learning Cafe – Jeevan is an experienced Learning and HR practitioner who is passionate about the digitisation of Learning & HR. Jeevan has worked for EY, PWC, Boots, SumTotal and Upside.
Questions for Discussion
- What are the trends we are observing about the quality and quantity L&D jobs? Will this trend continue or will things change if the economy picks up?
- What will L&D look like in the future? What are drivers behind the change and is the Learning professional adapting well enough to the change?
- What the current and future career options available in and outside of L&D? Is it a profession with a bright or a dim future?
Sipping his morning cuppa, Derek congratulates himself on completing 15 years in L&D. He recollects how he fell into L&D, when he was as an insurance processing agent, his boss noticed that he was keen to help his colleagues learn new processes and systems. Offered the role of an onboarding program facilitator, Derek did not think twice before he said “yes”. Since then he had polished his facilitation skills, moved into a Learning partner role and currently headed the Learning function for one the divisions of the insurance company. Along the way, he had completed a Cert IV in Training and was currently completing a Masters in eLearning.
Derek had enjoyed the last 3 years when a combination of budget cuts and implementing e-Learning had challenged him to design and deliver learning that delivers quicker and better value to the business. However, his friends were encouraging Derek to change jobs as they thought he had spent far too long at the insurance company.
It was not an easy decision, as he had noticed that the business was planning to cut L&D headcount as 60% of learning was now being delivered via eLearning. Career progression also seemed limited, as the number of senior of L&D jobs in the market has shrunk and there was intense competition for the spots available. The company has recently made a decision to move the Asia Pacific headquarters to Singapore from Melbourne, which meant possible relocation.
What should Derek do?