I read this article copied in below about how HR evaluates what trends in development to follow. Having been involved in HR strategy for many years now I have seen many trends come and go.
However there are also constants, if you look beyond the development approach most of the issues certainly around people development that companies face are the same, and have been the same for a long time. We can all easily list many of them - communication, time management, delegation, leadership behaviours etc etc.
When I have seen development have the biggest impact is when the approach is really well matched to the organisation and the people on the programme.
Personally my feeling is where possible bespoke is always best and the latest trend is not always better.
Match the programme to the people - good article, thanks for insights.
It’s not a case of ignoring the emerging trends, but rather understanding exactly which one works best for your organisation, its culture and your people, and then throwing the full weight of your HR team behind it, rather than just half-heartedly committing to too many programmes. Trends, as with most things in people management, are not case of one-size-fits-all. It’s making intelligent and reactive decisions to change that will ultimately bring your HR department into the present.