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.
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.
Collecting a few key pieces of data before meeting with a stakeholder can help drive a faster, more productive conversation and elevate L&D from order-takers to trusted advisers, delivering quality and impact.
While this issue can’t be solved overnight, here is some guidance that will help you on your journey to quantifying your value to your business partners.
Technology is a major factor in the successful use of assessments, with the majority of users saying it helps increase business metrics, including employee retention.
The framework for designing your learning strategy is simple: Focus on the four Ps: people, platforms, processes and product.