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From Learning to Performing (Part 2)
By Neil Shorney, Director, Naturally Sales Ltd.
Congratulations! You’ve just found the perfect training program for your employees! It covers everything they need to know, and just the right level of detail, and the trainer is great. Sure, it was expensive, but you get what you pay for.
Well, sort of... What you’re paying for is most likely three days of a trainer’s time in a classroom, a nice lunch for your team, and some course materials to take away afterward and put on the bookshelf in case they’re ever needed.
Dialogue and Empowerment Trump Action Planning
By Christopher Rice, Fraser Marlow, and Mary Ann Masarech
Don’t expect an initiative to do a human’s job. Engagement is a personal equation, and managers must play a role in helping each employee solve it. Your best managers already understand this, as do many of the leaders we’ve interviewed. They’re not waiting for survey data to shape what they do. They don’t make engagement a once-a-year priority, distinct from what they do the rest of the time. They always manage their teams with an eye toward results and engagement.
Building Engagement with a Remote Workforce
By Kate Donovan, Global RPO President, ManpowerGroup
2013: New L&D Directions
By The Brandon Hall Research Group Team
Bite-Size Is the Right Size
By Sebastian Bailey, Ph.D., Co-Founder and President, Mind Gym
We live in a culture of instant updates and short attention spans. We struggle to spend seconds away from our smart phones, never mind days out of the office in training. But that doesn’t mean personal development must sit on the back burner. From sermons to ancient Greek plays, piano lessons to TV documentaries, we have learned things in bite-size chunks for thousands of years. Why should training at work be any different?
Bite-size Is Cheaper and More Effective
2013 Training Top 125: Farmers Comprehensive Training Policy
By Margery Weinstein
2013 Training Top 125: CHG Healthcareメs Rx for Success
By Margery Weinstein
How Do YOU Think?
By Judy Chartrand, Ph.D., Chief Scientist, Pearson TalentLens
2013 Best Practices and Outstanding Training Initiatives
BEST PRACTICES
BB&T Corporation: Leadership Development Program (LDP)
Twice a year, a class of Leadership Development Program (LDP) associates relocates to BB&T University for nine months to participate in the four phases of the program. Associates choose one of two concentrations to specialize in: business banking or specialized corporate functions. Program framework and highlights include: