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According to Pew Research, 87% of employees believe that training and learning new skills at work will be essential or important to their future career success. And even though 93% of workers claim that they prefer to learn while they’re on the job, the average worker is still only able to set aside around 1% […]
In 2019 and beyond, learning and development (L&D) strategies shouldn’t just be implemented by corporations or enterprises alone. Why? Because L&D will be the most innovative department for any organization for the next decade or so, regardless of its shape or size.
Research indicates that ineffective training strategies can cost organizations up to $13.5 million per year per 1,000 employees. What’s more, research also shows that employees want more training opportunities from their employers and that workplace training keeps employees engaged and more productive at work while also retaining them for longer periods of time.
In a recent post, we covered four reasons why you’ll want to personalize your learning and development initiatives this year. This post will cover how you can personalize your training and development initiatives this year.
Yesterday’s post highlighted some of the reasons why you’ll want to implement social learning this year, in addition to the fact that it will likely outpace on-demand remote learning soon.
As a result of recent technological innovations, learners across industries are demanding that their employers provide them with relevant and personalized learning experiences. Below are four reasons why you’ll want to consider heeding their demands and expectations.
Seventy-three percent of the companies that were surveyed in a Brandon Hall study expected to increase their focus on social learning last year, which means that by this year most of them have probably already implemented their social learning strategies.
Technological advancements and globalization have made it possible for remote work opportunities to exist in increasing regularity in the modern-day workforce.
It’s likely that virtually any manager who has tried to make a message or a goal stick in the minds of his or her employees has struggled to achieve that seemingly simple task.
According to seminal studies, over half of the American workforce is disengaged, costing organizations between $450 billion and $550 billion annually.