Your CFO doesn’t expect you to have a finance degree, just like you don’t expect them to have an HR degree. But they do expect you to be able to connect the financial dots.
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This infographic compares and contrasts business and learning metrics side-by-side, creating a complete checklist of the metrics that matter.
To address the shortcomings of these two major philosophies, I recommend the inclusive training model. This model focuses on the three major training stakeholders, trainer, employee and business leader and their roles during the three phases of training...
Everyone can agree that learning is crucial to the success of any organization, yet learning and talent development professionals often fail to show that their efforts are directly improving the organization’s performance.
Something must be done so that business leaders can find useful and pertinent information about the effectiveness of training programs, make better use of the training budget, and obtain the results they seek.
The conversation that began with Kirkpatrick and continues with Phillips takes place at virtually every training conference, is represented as an article in almost all training publications and is a topic of debate whenever training professionals meet.
If the outcome isn’t defined and measured, the “how” doesn’t matter. When the destination is clearly defined, the need to work on the skills becomes apparent to all.
To be effective, sales training must be understood and embraced as an ongoing process that involves active participation.
As a mentee, gaining insight from someone with more experience is a surefire way to reach your professional goals quickly. But what do mentors get out of it?
So, what’s the real value of a great employee onboarding program? Here’s a good starting point.