You know the value of learning to the future success of your organization is as high as the value of any other key function. But your experience has also taught you the difficult process of defending your budget or receiving buy-in from senior leaders.
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With the potential to impact every employee and define your organization’s culture, planning next year’s learning and development strategy should be a top priority.
With the disruption we’re seeing in business and ways of working, the L&D organization can play a significant role to future-proof its business. However, there are several phenomena that L&D professionals say are holding their teams back.
The proliferation of a younger, more tech-savvy workforce has increased demand for online training and e-learning content to unprecedented heights. The supreme content type in driving this demand is video content.
Many learning and development (L&D) professionals are responsible for leading a function while also pursuing their own professional development with limited access to resources.
Training Industry, Inc. research has found that many learning and development (L&D) professionals must achieve their goals with limited access to resources. They are finding ways to strategically plan around these limitations to do more with less.
Here are a few best practices to keep in mind when outsourcing training that can help you determine what exactly you need from another company, to what extent and which company might best fit that need.
The best corporate training departments operate as small, entrepreneurial businesses within the greater enterprise.
Gamification, just like all tools, can produce brilliant results when used properly, but it can also wreak havoc when wielded inappropriately.
When organizations make budget cuts, training is often one of the first areas they target. Here are six tips to help you plan your L&D on a budget.