At the end of the day, all businesses are left with one sole differentiator that will separate them as employer of choice for years to come: their people.
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ITA Group, a worldwide leader in corporate engagement solutions, has announced its acquisition of experiential design and production company Hartmann Studios.
When you start to think about designing a new training program, is your first thought something like this? “We have this knowledge about X. Our job is to try to find a way to cram all of it into people’s heads as quickly as possible.”
Use this planner as you develop each training program and course so you keep evaluation top-of-mind and, therefore, easier to gauge after completion.
Many organizations still use a traditional classroom approach, which often lacks engagement, flexibility and individual options for employees.
Truth be told, learning objectives are created for the training team, not the employee. There’s a better way to describe learning experiences that is employee-centric and performance-based.
Leadership is one of the most common topics organizations provide training in, spending over $1.5 million just on external leadership courses in 2016.
Trepidation can hinder a team member’s willingness to be fully receptive to your solution, so it’s crucial to take steps to build excitement. Here are four ways you can move toward full employee buy-in for your training program.