The future of training looks bright - e-learning, the new economy and globalisation are some of the challenges ahead. But what is the CIPD doing about it? Paul Turner, its new vice-president of training and development, tells all to Catriona Marchant
Hands up who can remember the name of the CIPD’s last vice-president of training and development? Ask a classroom full of trainers this question and few would know the answer. Probably it would then spark a heated debate along the lines of, “What, if anything, does the institute do for its members who are full-time trainers?”
The role of training is changing dramatically with the relentless advance of e-learning, the new economy and globalisation just some of the many challenges. So what support is the main professional body giving to its members? How is it responding? Personnel Today put these questions to the CIPD’s new figurehead of its honorary post of vice-president of training and development.
The man in the hot seat is Paul Turner - a seasoned HR professional who says at least four times during the interview that he cares passionately about training. Well, probably not as much as his avid support for Manchester United or his salsa dancing lessons, but as a new vice-president he is setting off on the right track. Starting with HRD 2001 at Olympia this week he has a clear view of the CIPD’s training agenda during his two-year tenure.
Turner’s stated training priorities for 2001-2 centre on the need to develop knowledge and skills to meet forthcoming global demand. In particular, his agenda includes:
- Knowledge and innovation - e-learning, training in the new economy, global corporate learning, for example
- Professional practice - annual training survey, topic for trainers on the CIPD’s website
- Public policy - “influencing” rather than overt lobbying
He says these need to be underpinned by the vast changes in the business environment, such as globalisation and the impact of technology in training. They should take into account the questions of individual and organisational learning and the context in which training takes place in an organisation.
Turner’s “day job and a half” is group HR business direct