Great training managers help create and manage great training organizations, and great training organizations demonstrate a high degree of data fluency.
Back to Magazine Articles
Topic: Secrets of Sourcing
Most Recent
The responsibility of the training function is not simply to deliver courses but to get learners to behave in a way that achieves business results.
There are numerous approaches, models and strategies for developing leadership that have proved successful. So what makes some programs more successful than others?
As agility becomes a more accepted business strategy, the questions of how your training organization becomes more agile continue to grow.
Formalizing informal content is not about eliminating informal learning. It’s about embracing informal learning and finding ways to put more structure around how learners learn in informal environments – and from informal resources.
L&D must think of analytics from the perspective of the business to drive training objectives.
Training designers must understand the environment in which the employee works and learns.
Training managers from companies of all sizes are confronted with the need to select a technology to assist with the learning experience.
Many leaders of training organizations focus so much of their time and energy on making sure their constituents have the training they need, but they often neglect their own training needs.
There continues to be a lot written about the need to transform the training function. And for good reason.