Many organizations struggling to survive have discovered that learning is a powerful business continuity strategy.
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Topic: Strategy, Alignment and Planning
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Creating a learning plan for a return to the workplace is a complex problem with many variables. Learning leaders are once again challenged to develop a way forward that includes each member of the organization.
While the stakes are usually lower in corporate training, there are several lessons that learning and development leaders can take away from the mistakes (and successes) of the training that occurs in police departments.
Resilience is a hard skill that will help people deal individually and collectively with the challenges they face now and down the road.
Human resources operations used to be centered around compliance and risk management. However, the future of work is on its way, and it calls for a different approach.
Both personalized and off-the-shelf content meet important and diverse learning needs, when used properly. To effectively leverage both, you just need a purposeful approach to training content and learning solutions.
An increasingly competitive business landscape, a multigenerational workforce, the shorter shelf-life for knowledge and widespread digital transformation have made upskilling more vital than ever.
Regardless of industry, people are a company’s biggest asset. As you plan a return to work, continuing to keep their physical and mental well-being top of mind is essential to ensuring the most seamless transition possible.
Since 2008, Training Industry, Inc. has collected data from training professionals across industries. After over a decade of research, we’ve discovered eight process capabilities that, when optimized, make training organizations great.
Having an L&D plan in place ensures training is proactive, rather than reactive, in achieving strategic alignment, which is the single most important process capability of great training organizations.