If your L&D team is growing, it’s important to ensure that you find the best candidate for the job – and that you position your organization so that that person will accept the job. Here are some tips to help.
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I consider the CPTM to be the most effective preparation for becoming a chief learning officer, thanks to knowledge, skills and abilities I have obtained to run training programs.
Regardless of the form of the request, the most important predictor of your solution’s success or failure has nothing to do with the training itself. It’s how you manage the initial contracting for the engagement.
The ability to understand, analyze and apply data is essential to roles across training and HR teams. Unfortunately, there is evidence that this skill – known as data literacy – is lacking not just in HR and L&D but across the organization.
Instituting a learning governance framework is crucial to turning training costs into your 2019 training investment … and gaining a seat at the table.
In today’s increasingly competitive world, companies are continually looking for ways to evolve and transform their organizations. Developing a curriculum that truly focuses on the individual is the best way to extract both raw talent and potential.
Training professionals tend to prioritize the development of others, but their own professional growth is essential to the continued success of their training organizations.
There continues to be a lot written about the need to transform the training function. And for good reason.
A clear understanding of learning governance must be a top priority for any organization to ensure the optimum allocation of its L&D investment.
With the disruption we’re seeing in business and ways of working, the L&D organization can play a significant role to future-proof its business. However, there are several phenomena that L&D professionals say are holding their teams back.