Starbucks and Arizona State University’s shared commitment to learning and development (L&D) promotes lifelong learning for Starbucks partners and customers alike.
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As L&D professionals, we must evolve from being learning providers to learning enablers. Doing so will help us help our employees help themselves to prepare for the future.
Global learning technology leader D2L today announced that Penn Foster, which works with employers around the country to attract, develop, and retain talent for middle-skill jobs, has chosen D2L’s Brightspace platform to help over 160,000 learners a...
Learn how BenchPrep’s configurable, cloud-based learning platform increases learner engagement, drives more revenue for training programs and allows organizations to achieve their goals.
Cloud automation has become the lifeblood of the future-ready enterprise. The only question that remains is how prepared your business will be to share in the cloud’s true potential.
Training is quickly becoming a key differentiator between companies competing for talent.
Be a lifelong learner (demonstrate and live your passion for learning). Be a model for others, and plan dedicated time to grow your knowledge and gain new L&D skills.
We need continuous upgrading and refreshing of knowledge and skills with a lifelong learning approach. This L&D concept has been around for many years but is experiencing renewed interest as a way of increasing employment opportunities for more people.
Thankfully, we live in a time where growth and development has never been easier and more cost-effective. We can’t stop investing in ourselves after high school, college or certification. Here are three ways to create a lasting model for development.
How do we keep the talent we have, and how do we get the skills needed to accomplish our goals? The simple answer is lifelong learning and education, which will recession-proof your organization.