The gap between how companies are training their employees and the capacity these companies have to leverage employee expertise for knowledge-sharing leaves significant untapped return on personnel investment on the table.
Here are three simple hacks to drive lasting behavior change in your organization — whether you are in charge of post-training outcomes, are designing learning experiences or want to help team members sustain their learning.
More than any other generation, millennials rate professional development as important. To accommodate the growing demand, savvy HR professionals are budgeting for co-learning that combines expert knowledge and peer-to-peer mentoring across companies.
There’s so much more to a learning management system (LMS) than ticking boxes to prove that staff are trained and competent. Look past compulsory course modules, and the tools are there to drive company culture and improve employee engagement.
Companies continually strive to improve their training programs and meet learning objectives amidst changing cultures and evolving talent needs.
Gone are the days of the uniform workplace. Today’s workforce isn’t defined by any one race or gender, and it also isn’t dominated by one age group. In fact, for the first time, five generations of people are active members of the labor supply.
Social learning is one of the fastest growing types of training and involves the sharing of information among peers in a professional setting, often using online tools like discussion boards, wikis, social media and online chat.
I have designed training for a variety of audiences. For me, the key to successfully adapting learning across these audiences has been to capitalize on learning through peer trainers.