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.
GIVING LEARNING A BOOST
May/June 2018
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.
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?
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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.
Older Articles
Your people may be engineers, accountants, production line workers or sales people, but they are all consumers too. . They expect things to happen at the touch of a button. And they bring this expectation into their work lives.
It’s easy to understand why the modern workforce doesn’t get excited about training initiatives. Sure, they are the end consumer and the people organizations want to upskill, but rarely are training initiatives truly about them.
Congratulations! Your business leaders recognize how essential your employee development efforts are to ensuring business success. This may be surprising, especially if your budget was recently cut, but the reality is...
The way people work has changed dramatically. Gone are the days of large, stable organizations and strict 9-to-5, Monday through Friday schedules. Now, people work anywhere they have Wi-Fi.
When we talk about training, three outcomes typically rise to the top as the most important: knowledge, skills and attitude (although some talk about abilities instead of attitude, depending on the source and the purpose).
What comes to your mind when you hear the term “skill up”? For every gamer out there, it may remind you of a time when you “level up” or gain extra skills or armory to defeat an infamous boss or a formidable team in a sports game.
Development doesn’t end when the program concludes; it’s only just begun. Having regular opportunities to practice skills on the job promotes retention.
Identifying how to help your team work more effectively can sometimes seem like the million-dollar question. When looking through leadership theory and strategy, identifying a team effectiveness strategy can feel like a “pick one and let’s see” approach.
Aligning development plans with targeted business goals can change the nature of performance management and improve the employee experience. At Hitachi Consulting, performance management is an old concept with a new mission: performance enhancement.
Kelly stared at the email she had just received from the divisional vice president. It said, “The top training initiatives going forward will be evaluated for effectiveness, with a report being submitted at the conclusion of each event.”