Unfortunately, many companies see training as a financial drain, so it is one of the first functions to take a hit when there are budget cuts. Do you, as a training manager, have the ability to change it? Yes!
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To finally help organizations understand the link between employee learning, behavior change and business results, Axonify, the most trusted corporate microlearning platform, today launched Axonify Impact™.
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 framework for designing your learning strategy is simple: Focus on the four Ps: people, platforms, processes and product.
L&D professionals know how crucial training is to business performance, but proving its value to other parts of the organization isn't a walk in the park.
One cost of business few leaders pay attention to is the cost of a disengaged employee. Although leaders can readily identify a disengaged employee, there’s no line item on the profit and loss statement identifying its true cost.
To manage performance, management needs a model that predicts outcomes from drivers, a measurement system and targets.
“Culture” and “engagement” are both buzzwords in the L&D and HR fields. But what do culture and engagement mean, how do they relate to each other, and why should L&D care?
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.”
By using a learning management system (LMS), companies gain greater insight of employees’ learning behaviors.