Join us for this complimentary Training Industry webinar, sponsored by Axonify. JD Dillon, Chief Learning Architect at Axonify, will explore the practical realities of reskilling the frontline workforce.
Tag: upskilling
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Fifty four percent of workers will need reskilling and/or upskilling by 2022 in order for them and their organizations to remain competitive in the quickly changing world of work.
Degreed, the workforce upskilling platform for one-in-three Fortune 50 companies, has acquired Adepto, a Total Talent platform that provides visibility and access to the skill-sets of current, past, and potential workers.
EdCast announced that it is collaborating with Mastercard to deliver resources to enable governments and enterprises to develop the workforce of the future and close skills gaps around the world.
Guild Education, a B Corporation focused on creating opportunity for America’s workforce through education, announced today the close of its $157 million Series D financing round led by General Catalyst.
Veterans should be highly valued members of the workforce. As learning professionals, we can help them fully transition into the civilian workforce by equipping them with the skills they need to be successful.
Self-motivated learners. Retirement horizons. Promoting a high-performance learning culture throughout your organization. The challenges of upskilling a workforce to meet current and future needs are ongoing and global.
The Fourth Industrial Revolution impacts every aspect of business. What does your organization need to do to prevent skills shortage? A combination of hiring and training is a realistic way for companies to ensure they have the talent to succeed.
Workforce shifts are leaving organizations with a sizeable knowledge and skills gap and the dual challenge of retaining millennial employees and transferring boomer knowledge before they retire.
If building competence is the objective, particularly in corporate L&D, does it make sense to have one group of learners who “gets” the material and another group who does not — with a bell curve of variations in competence in between?