The convergence of new regulations and increasing economic pressures are compelling many organizations toward the conclusion that continuing to manage all — or even the majority — of HR and L&D processes manually is no longer possible.
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When it comes to millennials, I hear it all. I hear from Gen X and baby boomers that millennials are entitled, selfish, naïve and too busy looking at their social media. I hear from millennials that their older colleagues judgmental, rigid and unfair.
Building education pathways for employees drives powerful recruitment, retention and talent development results. It helps close skills gaps that prevent too many workers from finding rewarding careers — and it helps companies find undiscovered talent.
Apprenticeships have long been a form of passing skills onto the next generation of worker. Industries outside of the traditional trades, including financial services, telecommunications, health care and IT, are now offering registered apprenticeships.
How can a team-building activity increase happiness? By fostering better relationships among employees. By creating out-of-the-office opportunities for colleagues to get to know each other, in a setting where stakes are low and titles are irrelevant.
Skills like leadership, collaboration and communication are usually described as soft skills, but they should be referred to as durable skills. These are the skills that, once you have them, you will use for the rest of your life.
We sometimes forget what a daunting task it is to start a new job at a new company. As business leaders, it is imperative that we empathize with our newest hires and make sure their first day on the job makes a good impression of our company.
We need to rethink our training methods to better support underserved communities. With robust workforce development programs, companies can invest in this population.