Learning and development (L&D) experts and corporate training professionals spend countless hours designing programs that are intended to help employees learn valuable skills, all in the hopes that it will make them better at their jobs.
Features This Issue
Effective training is either nonexistent or not working in today’s 21st-century workplace. The way in which training is developed and delivered for the modern workplace must change.
Knowledge management and learning and development (L&D) are tightly linked in many ways primarily because developing skills and behaviors and sharing knowledge are at the core of why each function exists.
Learning professionals are faced with a rapid emergence of new multimedia technologies that can enhance both engagement and effectiveness. However, a new breed of immersive technologies has come to the forefront of learning strategies.
Get more value through organic learning - that has the organic quality of self-directed learning but is shaped to the needs of the organization.
While it is not a cure-all, new work in artificial intelligence (AI) has substantially addressed this classic training transfer problem by supporting learners in-between sessions with an artificially intelligent coach.
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Do you want your virtual training sessions to result in longer-term impact? As trainers, we can learn much from neuroscientists about how to strengthen connections between the neurons in the brains of our learners.
In the last month, how many meetings did you attend in which someone participated via phone or video? How many team members, clients, vendors don’t reside within the four walls of your work location?
Training Industry Magazine
Perspectives and expertise for the learning leader.
Thought Leaders This Issue
Sustainability is top of mind for many training and development leaders, which is a good sign that the field understands that one-and-done training is quickly becoming unacceptable.
Building boosts into the sustain phase of your learning journeys is critical if you want to drive performance-based application.
“Tell me and I forget. Teach me and I remember. Involve me and I learn,” said Benjamin Franklin. I am unconvinced that people within organizations are in a learning mindset at all.
In a typical organization, some of the most under-the-radar rock stars responsible for driving business results are those in the learning and development (L&D) function.
In a world that is increasingly defined by differences of opinion it is nice to address a topic where there is overwhelming convergence. Strategy!
Training reinforcement has become a popular topic among training professionals as it speaks to the fundamental principle that the more we are reminded of something, the greater the probability we will remember it.
When faced with falling retention rates, managers must grasp the magnitude of the impact that they have on employees – for better or worse.
Thanks to the internet and technology, people can learn anything they want, anytime, almost anywhere. And they are.
Info Exchanges This Issue
The pharmaceutical industry is driven to find ways to get approved medicines into patients’ hands faster – not only to save lives, but to improve the quality of life for many.
One way that learning and development (L&D) partners can help leaders demonstrate impact is through technology-driven measurement and evaluation of key development programs.
The quick pace of technological innovation across industries and countries means increased demand for highly skilled IT professionals. However, this demand is not being met.