Working for a global organization oftentimes means working on projects with people from around the globe who have very different skill sets and backgrounds.
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Topic: Strategy, Alignment and Planning
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In the corporate context, we sometimes allow ourselves to default to the state where strategic alignment means we deliver the program that a leader suggested.
“Lifelong learning” sounds great, but if you’re learning something you’ve already covered or that’s not relevant, you’re just spinning your wheels.
SAP SE today announced that it has collaborated with the European Research Center for Information Systems (ERCIS) to create a maturity model that enables companies to assess, track and develop the critical digital skills their workforces will need.
Mapping out the learner lifecycle and assigning content that engages them along the way does not only help create unforgettable learning experiences, but also helps with the transfer of knowledge after a training session ends.
Learning as a human need has always been natural and stemmed out of curiosity. In an organizational context, it has often evolved as a reaction to business needs with business being at the center of learning.
Regardless of the industry, there’s an appeal to what’s new and trendy. It’s exciting when the branding of a product changes to something more modern.
An increasing number of learning and development (L&D) professionals are struggling to find a good balance between their global L&D initiatives and their local and business unit operations.
A data-driven learning strategy aligns learning goals with the business and ensures the learning function is putting its design, manufacturing, and reporting capabilities to good use by working on high-value and high-impact initiatives.
Position learning as your organization’s critical enabler by realizing the measurable impact of learning outcomes and business outcomes that deliver a return on your investment.