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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.

UK-born Terence Brake was used to meeting conversations that followed a sequence of your turn, my turn. He didn’t know how to interrupt without being impolite. Desperate to prove himself in the U.S., he wrote, “My turn,” on a Post-It during one meeting and put it on the end of his nose. After the conversation ground to a halt, he explained his predicament and asked his colleagues to help by asking for his input occasionally.

ConMed’s Orthopedic Division uses Postwire’s visual content sharing software to support employee onboarding and training, turning a 90-day onboarding process into a two-week virtual boot camp.

Employees today have changed. They have different priorities, and what makes them happy today is not what we once focused on as employee motivators. To get the most out of our employees today, we have to be in tune with those things they value and they truly want.

In most organizations there is no correlation between employees’ yearly performance ratings and the results the company actually is experiencing. And that needs to change.

The way you handle a negative customer experience could be the deciding factor in whether customers remain in love with you, or if they choose to just love you and “cheat” with the competition.

Forty high-potential employees have been selected across levels, functions, and work areas since the program’s inception in a collaborative effort between HR and the business. The program has resulted in the promotion of 16 participants into roles of increasing responsibility.

We received several reader responses to the challenge we posted in a recent Training Top 125 Best Practices e-newsletter: After the formal orientation process, how can work groups be guided in making new co-workers feel welcome and comfortable?