The pace of business has accelerated over the past several years, and core people management processes like performance reviews are changing as a result.
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Training now is nothing like it used to be, and if organizations want to stay ahead of the game, it’s important to understand why.
The majority of workplaces are no stranger to millennials, as they hold one in every three jobs in the U.S.
I remember it clearly. The year was 1993 and I was in my elementary school’s computer lab, debating whether to “ford the river” in an effort to lead my family to prosperity and food sources or chart an alternative path, all while trying not to die...
Technology has increased the speed at which companies can disseminate information to their employees. However, the learning needs of many companies extend beyond their own personnel to include external partners and customers.
It’s no secret that HR and L&D professionals find it challenging to measure the ROI of employee training to prove investments contribute towards improved individual and business performance.
Corporate educators and trainers often rely on engaging program design and expert knowledge to deliver practical, enjoyable and productive learning experiences.
Over the last twenty years or so, Google has become synonymous with web search, email and innovation. Of these, innovation is perhaps the most important.
The evolution of technology has facilitated access to more information than ever before, but the endless flood of facts and figures has left employees drowning in data.
As the range of skills that employees must have continues to grow, so does the number of employees who need training. At many organizations, however, the training budget has failed to keep pace.