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Learning for PurposeResearching the Social Return on Education and Training in the Australian Not-for-Profit Sector
Dr. Ramon Wenzel
? The Problem
Human capital – employees and volunteers – are key for realising the ‘purpose’
They require high-level and often idiosyncratic knowledge, skills, and abilities
Anecdotally they are challenged by insufficient professional development
A profound absence of systematic knowledge on NFP workforce development
! The Task
To systematically research workforce development in the Australian NFP sector
To explore what Australian NFP organisations do
To understand the outcomes and impact of what they do
To independently summarise and illustrate the above
7 Research Questions& Key Findings
Field research 2012-2015
Australian NFP organisations, employees, volunteers
Multiple studies, samples, data
Download the full research report
#1 To what extent is professional development evident in Australian NFP organisations?
About 48% receive some form of development, though intensity is highly variable across organisational size, job role and sub-sector.
#2 Is professional development systematically affecting Australian NFP organisations?
NFP organisations that systematically develop their people do better.
#3 Is professional development systematically affecting NFP workers?
Training for NFP key competencies works.
#4 What is the multifaceted impactof professional development?
.. achieving more goals as individual and organisation, higher job confidence, giving guidance, defining new roles, identifying knowledge gaps, establishing legitimacy for actions, supporting staff selection, allowing to train co workers, adding community awareness, saving time, enhancing well-being, enriching staff communication, attracting volunteers ..
Training NFP key competencies leadsto multiple positive outcomes.
“
#5 What economic impact may be attributed to professional development?
Training can deliver positive economic returns.
What did you learn?What did you apply?What did this do?
“We now have shorter board meetings: 2 hrs x 10 directors x 10 meetings per year = 200 director hours at $400/hour. This equals about $80,000 of savings each year.”
Costs of $1,200 per trainee
#6 What are the barriers for professional development inthe Australian NFP sector?
The lack of money and time preventneeded professional development opportunities.
#7 What are the needs for developing NFP key competencies in Australia?
The NFP sector seeks leadership development, and a lot more.The needs for developing NFP key competencies vary considerably.
Conclusion & Now what?
#1 $Executives, Directors, Managers
Funders, Donors
Policy Makers, Opinion Leaders
Researchers
Not easy but worth it. Start now!
What you can do:Embed development- HR policies & practices- Career planning- Work design- Learning & error culture- Cost recovery via grants
Ask for resources to realise it
Use evidence to make your case
Apply the ‘science’ of training
Go beyond: in/formal learning
Evaluate & partner with research
Where to next?
2010 2015 2018 20xx
Embrace & SupportLearning for Purpose
Dr. Ramon Wenzel
@RamonWenzel
linkedin.com\in\ramonwenzel
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