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According to Gartner Research’s study, “The Justification of IT Training,” “companies spending less than 13 percent of their enterprise resource planning (ERP) project costs on training are three times more likely to fall short of their business and project goals than organizations spending 17 percent or more.”

We do live in a different world today, but we can’t just toss out all the “old rules.” In many ways, we need to revisit the “classics”—such as please and thank you—and amend them for our current lifestyle. Bumping up your professionalism while standards are on the decline will make you stand out from the crowd in the best way.

Interns are given the same four-week training as a new full-time Expense Analyst, effectively preparing them to help process the increased summer volume, as well as offset absences due to vacations. Some 30 percent of interns from the last three years subsequently have been hired as either full- or part-time employees.

Understanding the four types of employees and ways to increase their level of engagement.

The 31 Practices is a whole system methodology aligning the day-to-day behaviors of employees with core business values and purpose.

Great leaders are effective communicators because they are great listeners. All effective communication begins with wanting to be a good listener and valuing the person who is doing the talking.

Brandon Hall Group’s State of Talent Management 2014 research identifies a sharp contrast between the ultra-urgency of today’s human capital issues and organizations’ capability and readiness to respond. Here are insights, recommendations, and advice on four critical trends regarding how high-performance organizations (HPOs) are reimagining and re-cutting their talent strategies.

Everyday workplace activities cause a host of problems that bedevil businesses and government bodies, for whom worsening air quality, water quality, fisheries, and recreational values give rise to public complaints and growing community concerns. In response, environmental training to directly address these problems is growing apace.

ALE is a director-level, competency-based program first piloted in 2011 to address the need to engage and retain critical leadership talent. ALE moves through three distinct phases over the span of 11 weeks and allows for up to 60 concurrent participants.