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Dated: 11-20-2014
Now that the recession is behind us, training is back on the books for many HR managers and companies this year. According to Josh Bersin, writing in Forbes, training spend grew 15 percent in 2013 to over $70 billion in the US, the fourth continuous year of growth and the highest growth rate in seven years.
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Dated: 11-20-2014
Few doubt that leaders make a difference in organizational results. They boost employee productivity, create organization capabilities, increase customer loyalty, build investor confidence, and ensure community reputation. To continually deliver these outcomes, leaders at all levels of an organization need to demonstrate agility, or the capacity to learn, grow, and adapt their thinking and actions to new business requirements. Organizations invest inordinate resources to develop leaders, yet we find the following often limits the outcomes of these investments:
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8
Dated: 11-20-2014
With employees feeling overwhelmed by ever-increasing task demands, it’s harder than ever to make employee development a priority with its longer term, often ‘squishy’ topics. Fortunately, there are leaders who understand the value of focusing on employee development and look to leverage it to boost productivity, engagement and retention for today as well as to build for the future.
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Dated: 11-21-2014
Today’s extremely competitive business environment forces employers to invest a considerable amount of money in staff training. However, traditional training, with employees wearing out the seats of their pants at lectures or thoughtlessly clicking the ‘NEXT’ button on their computers doesn’t bring great results. Instead your managerial team should look at alternative training options including the use of roles and competencies. This article is devoted to this approach and explains how a Learning Management System (LMS) can help effectively organize a system of personnel development.
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8
Dated: 06-25-2015
In the past decade, technology has transformed the way HR de¬partments across the globe administer training programs. Sophisticated Learning Management Software (LMS) tools create learning plans, courses, testing and tracking that can be tailored to each employee. Workers can become proficient in just about anything without ever leaving the building, or in some cases, their desk.
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Dated: 12-03-2014
Imagine standing in front of a conference room while facilitating a training session, and all you can see are the backs of smartphones and laptops. Or even worse, after investing tons of money and time into building your company's online learning platform, you notice that none of your employees are actually using it. These are just a few of the worst-case scenarios where learning and development (L&D) departments have failed to make their learning experience vital to their participants.
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8
Dated: 12-02-2014
Over the weekend, I did one of the most stressing things there is to do in life. Yep, house hunting. There is nearly nothing out there that makes you get excited and depressed, in just a few hours, than looking for a new house.
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8
Dated: 11-24-2014
Understanding what it means to deliver great customer service, and being the type of person who can deliver it are two very different things. Anyone can read about strategies or participate in customer service training, but it still takes a certain type of personality to consistently deliver good service, day in and day out, to pleasant customers as well as to those who are more challenging.
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8
Dated: 11-24-2014
E-learning pioneer Michael Allen recently blogged a complaint that most e-learning today has too much content and not enough activity. Michael believes this because content and activity are (metaphorically) two harmonious pipes of the e-learning instrument. When the pipes are not well paired, their imbalance lessens playability. We blow hard, yet very little music is made, and none of it sounds sweet.
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8
Dated: 11-24-2014
Onboarding new employees is one of the more complex challenges employers are faced with. As learning and development (L&D) professionals, you need to combine training and teaching with constant evaluation, and learn your new team member’s fortes and weaknesses, all while working to disarm the natural insecurity that comes with being new to a work environment. Yikes. No wonder onboarding theory is trending these days – just the thought of having to go through this process more than once a year is terrifying.
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