How do we sort through all the training options and pick the one that we think will be the most effective? How do we screen all our options? Shouldn’t we look for the observable evidence that training improved something for participants?
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Topic: Outsourcing
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Previously, corporate training was limited to a few mandated courses for regulatory or functional purposes. Now, learning must be continuous and self-initiated to meet the demands of rapidly changing job functions and requirements.
Measuring the effectiveness of training is a crucial activity to ensure expected return on investment. In the ever-changing business environment, corporate training needs are continually evolving. ROI continues to evolve accordingly.
To keep up in a dynamic, competitive world, companies from a range of industries have started investing in HR performance systems that bring performance management to the platform employees are most comfortable with: their mobile devices.
Distance can create a sense of separation between locations that need to work closely together. Companies must actively support their virtual, multi-site teams to build bridges and improve collaboration.
While there’s clear value in using even a basic digital learning solution, it can be difficult to understand how to structure your learning platform to achieve success. Here’s some advice that can help.
Organizations can face challenges when communicating with the extended, remote workforce. To address them, modern learning management systems (LMSs) for the extended enterprise are a viable solution.
As organizations look to outsource some or all of their training to reduce costs, should they also pursue it as a route to innovation?
How do we keep the talent we have, and how do we get the skills needed to accomplish our goals? The simple answer is lifelong learning and education, which will recession-proof your organization.
The best way to make sure your learning program works for you and your learners is to start from scratch and make it a custom project. Here’s how.