A large organization’s formal structures and processes are only part of the story when it comes to making a difference and achieving success. Projects can begin under the radar screen, but then eventually transform the organization.
Learning is essential to your people’s continued growth, performance, and engagement. However, if they don’t retain what they’ve learned, they can’t apply it, and if they can’t apply what they’ve learned, what was the point in learning it to begin with?
Millennials actually WANT feedback. Based on research and interviews with Millennials, they want more from their managers – more than “constructive” feedback that is anything but “constructive”.
Historically, increasing the representation of women in leadership roles has been approached as a fairness issue rather than a business issue. But recent research suggests that increasing your organization’s female leadership can be a highly profitable decision as well.
Organizations with strong learning and talent management processes drive business results, according to findings gathered from SumTotal, a Skillsoft Company’s research, which gathered findings from the combined Skillsoft and SumTotal companies’ 6,700 customers and 45 million employees. They generate more revenue, greater employee engagement, reduced staff turnover, higher customer retention…the list goes on. Maturing your learning and talent strategy is a business imperative.
The relationships we form with our employers are characterized by deep and intimate ties. As with many relationships, all are not forever. For a variety of reasons, there comes a time to sever ties and to go our separate ways.
Human Resource professionals continue to seek the Holy Grail that is employee engagement and company culture. Both are challenging to define and measure. Because human beings are involved, the target is constantly moving. Employee recognition contributes to increased engagement.
Growth of your organization becomes more challenging when its leaders lack a transparent employment brand and a positive candidate experience.
HR and L&D professionals move beyond supporting the business strategy to driving the business strategy, and foster an agile, innovative culture and leaders.
In the world of business, design thinking is an essential tool for simplifying the way organizations operate. Design thinking helps organizations manage change, handle complexity and strategize while putting people first. It means rapid prototyping – failing quickly, but making adjustments necessary to provide perfect solutions.
Even though the HighGround study found employees and managers prefer a more frequent cadence for performance conversations, a poll of webcast attendees revealed that 44% of respondents still have performance conversations just once a year. So how can HR and organizations deliver the ongoing approach that managers and employees want?
What’s there to know about checking references? A lot more than you might think. Discover six things you may not have known about this very common — and very crucial — practice.
With the right context, visuals and analysis, data is your best friend when trying to make a point and convey a message – a powerful ally in the workplace. For that reason, as well as for the fun of learning new insights, I love data.
In today’s fast-paced environment where constant change is the rule rather than the exception, organizations must be prepared to quickly adapt to internal and external pressures.
Three warning signs flash up for me as I consider the 2017 learning and development trends in the CGS annual report the: Lack of cross-enterprise collaboration; fall of the facilitator; and rigid nature of many L&D strategies and initiatives. Over 70 percent of those surveyed state that the role of L&D will change this year. That's huge! If your team doesn't have partners in the business, a smart replacement for the facilitator, and processes that pivot alongside your corporate goals and initiatives, you may not be in control of that change.
In Talent Acquisition, when we say it’s getting harder than ever to hire, it’s not just an understatement – it’s far too simplistic. If it was as simple as supply and demand, wages would be rising faster. There’s something deeper, more personal going on.
One of the biggest myths today, especially with regards to the millennial generation, is that team building is as simple as creating a fun, collegiate environment through changes like installing ping pong tables, offering free food, and hosting Friday happy hours. That’s what they are used to and are asking for, right?
We live in an over-wired world with constant demands to always be “on” and always available, which can come with its fair share of consequences.
We tend to believe that we are seeing everything in its complete form, however, it’s not possible for us to see the world as it is. Instead, we see the world through the lens of our experiences, biases and various identity factors. As a result, the assumptions we hold shape the decisions that we make, but these decisions may be creating unequal outcomes for our employees.
Talent Pulse is now in its fourth year, and we’ve worked diligently to provide our HCI learners with a solid foundation of data and insights on which to craft prescriptive solutions to your most pressing talent problems.