Online Articles

Today, and into the future, L&D will be focused on aligning learning with the needs of the business. The test question L&D organizations first will need to answer is how can they align with the business needs and develop and deliver programs that support those needs. Everything else will follow.

The difference between hiring a few people versus hundreds at a single clip is a bit like traveling through a toll plaza without the convenience of express tolls. No big deal in the off hours but a nightmare of snarled traffic, misdirection, and frustration during a rush-hour surge in volume. A technology-enabled, scalable recruitment process designed for high-volume hiring offers an express pass to hiring success.

Rent-A-Center revamped its fairly passive Sales Leads Tool training program into one that engages learners through increased interaction with the system and their managers. As a result, the company saw a 300 percent increase in revenue per call in stores where 100 percent of the SLT users had been certified to use the tool.

The way to drive better budget results starts by reading your Learning & Development instrument panel. That panel includes the three odometers—one representing each of the pillars of the Talent Development Reporting Principles (TDRp): efficiency, effectiveness, and outcomes.

Effective prevention and early intervention programming that is tailored to address the varying needs of your employee population is necessary for improving employees’ work performance and reducing stress. Here are some key components to help an organization get substantially more out of its Employee Assistance Program (EAP).

Employees waste an average of $1,500 and an eight-hour workday every time they avoid holding colleagues accountable. These costs skyrocket when multiplied by the prevalence of conflict avoidance in the workplace.

Many of our systems, structures, rules, and approaches are holdovers from the Industrial Age and need to be completely rethought. The choice before you is simple. How do you want to face life? Reactively or proactively?

Millennials are unfazed by new technology or the fast-paced strategic changes your business needs to make because of those new technologies. They learn these new technologies and quickly identify creative ways to adapt it to individual, client and company needs.

Big Data presents a major opportunity for Training and HR to partner with the C-suite to cultivate a Big Data decision-making culture. You can help drive the business strategy by identifying and developing the human and organizational capabilities that directly support the overall business objectives.

CarMax’s Management Assessment Program (MAP) is designed to be a predictive assessment of success at the next level. MAP participants ultimately earn a score of “Blue” (highest), “Green” (middle), or “Red” (lowest). Over the last three years, based on Key Performance Metrics, those who score “Blue” at MAP rank in the top three quartiles 73 percent of the time.