Get employees technologically up to speed through hiring, upskilling, and reskilling. Do your employees know how these tools relate to your organizations success?
Learning leaders need to focus on building skills for the future, rather than just for today. According to LinkedIns 2018 Workplace Learning Reportwhich surveyed 4,000 professionals, including 1,200 talent development professionals and 200 executives around the worldmany executives are already thinking about the skills gaps.
A large public accounting, consulting and technology firm is teaming up with employees to give to local communities. Thats just one example of the many ways Crowe, one of the largest U.S. public accounting, consulting, and technology firms, supports the community.
Use succession business metrics to develop a strategy to retain top talent and reduce external recruiting expenses. It is always better to plan and to behave proactively in a business, rather than address problems on a reactive basis.
Dont fear lost knowledge through employee departuresbuild a foundation of knowledge management to realize business goals. It has happened before, and it will happen again.
Negotiating skills can take you far in life and in the C-suite. Do you need to convince a colleague to join forces on a new project?
Diversity and inclusion are now business priorities, requiring leaders to set an example to foster inclusive work environments. We live in a 24/7 digital age we are always on, and our definition of work is changing rapidly.
Employers are teaming up with local youth-serving nonprofits to teach and train the next generation of workers. This population has been identified as opportunity youth (OY) and is sometimes referred to as disconnected youth.
Improve both the effectiveness and efficiency of your workforce with lean learning. Surprisingly, these themes are common across most industries surveyed, and theres a good reason for that: Talent development deals with people, and in the realm of human behavior, the constant is the people, not the type of industry within which the people work.
The argument: Traditional performance appraisals dont improve performance. Your performance management system should not include performance appraisals because science has shown that they dont improve performance, or do they?
Members of the C-suite must work as one to execute the organizations vision. Despite the importance of executive teams effectiveness, research from the Center for Creative Leadership suggests that most executive teams are underperforming.
The argument: The talent development department should be a stand-alone function separate from HR. Org charts worldwide differ regarding whether talent development is a separate entity from HR, reporting directly to the CEO, or falls under HR, reporting to a CHRO.
Business acumen is the ability to link keen insights about and a thorough assessment of the business landscape with an awareness of how money is made and then executing a strategy that delivers results. At its core, having business acumen means understanding how your business operates, competes against other organizations, and makes money.
Partner for Performance provides the keys to aligning your learning and development role with your organizations greatest needs. Performance improvement specialists Ingrid Guerra-Lpez and Karen Hicks offer a framework for fast-tracking your growth as an ally to managers and a consultant to business leaders.
Welcome to the age of immediacy. In Learning in the Age of Immediacy: 5 Factors for How We Connect, Communicate, and Get Work Done, learning strategist Brandon Carson argues that these five edge technologies are here to stay.
Visionary teacher and lifelong learner Pat McLagan views learning ability as software for processing daily life. And like all software, learning software require upgradesand regular reboots!
Emerging technologies are streamlining the recruitment process. Many companies are hoping that emerging tech can enhance the hiring process.
Lately there has been much talk in the talent development industry about the business of learning, getting aligned with the business, and business metrics. To instill confidence that the learning organization has the capacity and desire to be a legitimate business partner, talent development professionals must make a concerted effort to speak the language of the business.
Founded in 1928, Maersk Line is now the worlds largest container-shipping companyno small feat in such a cutthroat industry. The team called in Cary Bailey-Findley, head of Maersk Lines learning and organizational development (LOD) team, to determine the root of the problem, and it became clear that the organizations call center managers needed to better train their agents to deliver positive customer experiences.Working together, the LOD and CSE teams created the CARE PROgram in 2014.
Shifting demographics, globalization, tech advancements, and an accelerated pace of innovation are just a few factors disrupting jobs and labor markets. In fact, two-thirds of employers in emerging markets find it difficult to attract employees with critical skills, and 77 percent struggle to attract high potentials, according to the 2016 Global Workforce Study from Willis Towers Watson.