Creating an inclusive environment for a diverse workforce is no longer a “feel-good” initiative; it’s a business imperative. Simply closing your eyes and throwing a program at a dartboard won’t do the trick.
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There are many strategies to take control of learning data; this infographic shares a few common approaches for you to take action with real impact.
A persistent challenge for chief learning officers is how to tangibly measure the impact of L&D so they can confidently report to senior leaders how their programs are driving business value. A logical proxy for measuring L&D ROI is proficiency.
Our primary responsibility when developing reports is to design information that will incite and prescribe appropriate actions whenever necessary.
As a foundation of program success, learning leaders need to partner with executive peers to frame the learning needs that will have the most impact on results. But what success metrics are best to use?
How do you train the modern learner who has a short attention span and is overloaded with information? Delivering engaging training that also drives knowledge retention is challenging but possible.
When you can unlock important insights about your team’s engagement, you can drive better alignment between your learning strategy and the needs of your organization.
Business impact is all-important, but L&D often lags behind when it comes to proving that our programs are creating real behavior change in the organization.
Here are some strategies to set your L&D team on the path to data independence, from metrics selection to goal-setting to scaling the process with the right tools.
Talmetrix, Inc., a leading Cincinnati-based employee feedback and talent analytics firm, today announced the acquisition of Critical Metrics LLC, a Seattle-based boutique consulting firm specializing in employee engagement and human capital ROI.