It’s easy to understand why the modern workforce doesn’t get excited about training initiatives. Sure, they are the end consumer and the people organizations want to upskill, but rarely are training initiatives truly about them.
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Topic: Performance Management
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When we talk about training, three outcomes typically rise to the top as the most important: knowledge, skills and attitude (although some talk about abilities instead of attitude, depending on the source and the purpose).
Development doesn’t end when the program concludes; it’s only just begun. Having regular opportunities to practice skills on the job promotes retention.
Today’s workplace is famous for its rapid mobility and short tenures. Unlike workers a generation or so ago, today’s employees are always looking and frequently on the move.
“Culture” and “engagement” are both buzzwords in the L&D and HR fields. But what do culture and engagement mean, how do they relate to each other, and why should L&D care?
Aligning development plans with targeted business goals can change the nature of performance management and improve the employee experience. At Hitachi Consulting, performance management is an old concept with a new mission: performance enhancement.
Hula Partners, a leading provider of competency management solutions, today announced it has officially rebranded as Kahuna Workforce Solutions. Customers will see the company's new name, logo, and website starting today.
The sustainability, as well as health and vitality, of any organization depends greatly on the retention of long-term, competent employees.
No matter the change that we might be facing, those who are willing to embrace change and possibly even look for it, are working toward making a difference in our lives and the lives of others.
Although change is part of the natural evolution of organizations, it creates chaos or psychological tension in the brain called cognitive dissonance.