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...rtment of Trade and Industry which demonstrated this.” Instead, Keep challenged HR to turn the debate on its head. “The question we should be asking is: ‘What would the consequences be if we did not train?’ “It is likely that there would be implications for the quality of products and services.” Despite Keep’s warning, the overall outlook for training is good, the CIPD survey has revealed. Martyn Sloman, CIPD adviser, learning, training and development, said: “We are taking seriously the shift from training to learning. It is not training as a top-down intervention that matters, but learning that takes place with the individual.” In particular, Sloman focused on the role that line managers play in the learning agenda, as they have emerged as the main drivers of training in many organisations. “There is a real commitment from line managers,” he said. “When asked how seriously they took training, 35 per cent said they took it very seriously and 55 per cent said they took it fairly seriously.” But Sloman warned that time constraints were a matter of concern. “When asked what barriers there were to effective learning, 92 per cent reported pressure of time. This is worrying. “Energies must be used efficiently and new technology can be used as an enabler,” he added. ‘Trojan mice’ help plug brain drain HRD professionals need to breed “Trojan mice” within their organisations to spark change, according to Steven Sonsino of London Business School. Page 8 17 Apr 2003 HRD professionals need to breed “Trojan mice” within their organisations to spark change, according to Steven Sonsino of London Business School. “Trojan horses are too big – we need to start s...