One of the biggest ways to retain employees is with a solid onboarding program — which means many learning professionals will need to streamline and improve their onboarding processes.
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Traditional training companies have relied on for the past century cannot prepare leaders for constant change and disruption. Instead, organizations must make a massive shift toward a vertical development approach to build capabilities and capacity.
. In this article, I’ve outlined a series of questions many L&D leaders (new and seasoned) have when leading learning in their organization with some of the insights that I found from attending sessions.
As L&D and employee training is, without doubt, a strategic business function, HR, employee development and training leaders must possess an almost super-human agility in identifying complex and evolving skill set needs.
A strong L&D program establishes a foundation for long-term business success and delivers real impact. Let’s take a look at some key strategies L&D teams can use to lead their organizations into the future of work.
As an L&D community, we often forget to provide training aligned with business goals across all phases of the employee lifecycle, and, as a result, miss out on an opportunity to align our training programs with business needs.
Strategic thinking training for employees and leadership teams can help provide much needed business acumen for decision making and aligning business objectives with strategy.
Shifting your mindset can have a profound impact on your ability to push strategies from conception to execution.
Taking a people-first approach to business transformation will help organizations better navigate change ... and retain their people in the process.
The digital learning and assessment specialist, eCom, is developing its consultancy offering to expand its suite of client services.