The accelerated urgency that led to the explosion of eLearning has helped to close the love-hate relationship between internal training activities and the budget allocation issues that existed throughout their existence.
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The only way to evolve and adapt through a crisis is to learn. Training leaders must respond to this moment with solutions for individuals and organizations today and moving forward.
As L&D professionals rapidly upskill in virtual training and quickly transfer in-person content into virtual, instructor-led, synchronous learning, a large gap in virtual training still remains: the asynchronous learner experience.
As humans, stories are rooted deep in our lives. It all began in childhood, when we learned about right and wrong and heroes and villains from Mother Goose and the fairytales.
Even under normal circumstances, finding a new job opportunity that excites and motivates you is a challenging task. Today, with skyrocketing unemployment rates due to the coronavirus crisis, navigating the job market can feel daunting.
We are in the midst of a tectonic shift in the ways we work and learn. The new normal has yet to emerge.
HR and L&D professionals can learn a lot from the countless number of employees who have had to endure poorly executed merger integrations.
Our day-to-day reality may be changing, but the value L&D can provide to an organization has not. And this value is grounded in the way we approach our work.
Whether it’s due to improved employee engagement and productivity, reducing turnover, or simply making employees more effective, L&D is an investment worth making.
Being able to work well with your IT department will not only help keep your training platform running, but it will also ensure that the IT department is staffed with highly skilled experts.