Organizations make the case that employees need the best and the brightest. They use this to capitalize on ways to improve performance, increase productivity and ultimately increase the bottom line. A company may be able to snag the best and the brightest but how can they keep them. More pay, more benefits can increase the retention. Work environment is definitely a no brainer as well as the actual workability of the people that we work with.

ksmn272l HRD Development: Employee development, Yes. Trainer development, ummm Not always the case

What does development look like for you?

Yet, something I feel strongly about is Training and Organizational Development which is also a tool. So HRD/Learning professionals do the assessments and needs analysis. We often build the content and are charged with the delivery and facilitation. And at times the HRD people are even held to the operational successes, imposed as ROI, for the results that are tied to the training that is delivered to operations, sales, etc, etc.

Yet, many times, the same professional charged with the success, are often left out of the professional development equation. Budget lines rarely include the continued development and upgrade of certifications for the learning leader.

Ok my own little pity party I know – truth is I started to write this about a month ago and I believe personal & professional development is important. Some suggestions from HRSuperstar made some great. We as HR professionals need to not only argue for but also take charge of our own professional development. Unfortunately if we were to leave it up to our bosses, we would often times be disappointed.

So some approaches I personally have taken in the past:

  • Identify low or no cost training: A few online programs are Geo On Demand and I actually like GCF for their capability of self study and live online courses you can sign up for.
  • Webinars: Many organizations offer free information webinars that are live. These can be viewed from your desktop at work and are offered by a number of organizations like,, etc. If you are interested contact me and I can send you some.
  • Local associations: While they are not the end all be all, an association can not only offer great information within your field, but when used correctly, they can help you build avenues to best practice share and offer networks and friendships that can last a lifetime.
  • The key: Make it a habit to stay up to date and fresh. Not just for your own knowledge, but to keep your network and relationships fresh and sincere. Don’t just join, but also take part in groups and committees on a regular basis. While you may not be able to attend a large conference, a small group can offer more informal and intimate learning opportunities that can affect your own results; not just in your function but also within the industry you work.

The important thing is not how many avenues you are a part of, but how deep and wide you make yourself a part! I am an avid reader, twitter’ r r and information junky. I listen to blog radio shows (i.e. HR Happy HR). I have been a member of ASTD as well as ABC (construction trades) associations. I also recently started to attend a Business Seminar at University of Cincinnati. All of these not only give me knowledge in areas that I dot not commonly practice, but help give insight and acumen to the practices, processes and procedures the people within my and other professions face.

We cannot do everything but with so much access through social media, online radio, face to face, I don’t think there are as many excuses as there use to be! Whatever it is that you choose to take part in, whether association, certification, Class, webinar, seminar, whatever - As HR people doing even a little bit will help to increase our understanding of and the delivery and effectiveness of the programs we create both personally and professionally.

Get your learn on!



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