Learning and knowledge distribution is no longer learning and development’s (L&D’s) sole responsibility and, whether you accept it or not, your employees are finding solutions elsewhere.
Involving leaders in training initiatives has many advantages — if you do it well. Here’s why you should consider involving your organization’s leaders in company training initiatives, how to do it successfully and the impact you can expect to see.
Whatever your path to training management, you are a critical part of a high-performing training organization. Remember to continue your focus on professional development to maintain your skill set and value.
Just as instructional designers look to subject matter experts (SMEs) when creating training programs, organizations are beginning to look to SMEs to fill training management roles due to their comprehensive knowledge.
The user-generated approach to learning is a silent yet fast-paced and organic revolution that is disrupting conventional, top-down learning approaches.
Today’s instructional designers and trainers must do more than just bridge the gaps: The must use diversity to benefit the individuals and the group as a whole.
Social media is not going away anytime soon. Take advantage of the high engagement offered by these types of platforms – not to mention the ability to connect people who may never otherwise speak – to encourage collaboration and social learning.
Training and retaining skilled IT employees can be challenging in today’s competitive job market. Companies must prioritize learning and development (L&D) initiatives for their IT workforce or risk losing their top talent.