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Learning and development is traditionally considered a nice-to-have arm of the human resources department, and, often, the first activity to be curtailed when a company faces budget constraints.
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There is no modern, magical checklist for organizations to use when attempting to create the most effective learning and development strategy for them, but here are three principles we have used when forming our approach.
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In an exclusive interview with HR.com, Kahina touches upon the future of human resources, how HR is transforming, and challenges and opportunities for HR, among others.
Featured in December 2022 Edition of Employee Learning & Development Excellence
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Whether you are creating a graduate program, a high-potential leaders program, or a training course for workplace safety – the return on investment is a function of how much time you invest in the post-event experience.
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If you want your employee investment to have a positive long-term return the only guaranteed way to accomplish this is by ensuring that any training initiative or approach takes the participants completely through a new approach.
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For organizations that want to improve their retention and make progress towards DEI goals, the first step is to invest in developing greater individual and organizational awareness.
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An internal talent marketplace helps you to identify the expertise you have in-house, and exponentially improve it while accelerating the pace of work.
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Implementing a skills-based recruiting and development plan will be useful in finding and keeping the right talent during this difficult economic period.
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While recent economic shifts may indicate that the Great Resignation may not last much longer, the lessons learned should be carried forward into a new paradigm of more human-focused-leadership and human capital management as a recipe for business success.
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