Practical HR Tips, News & Advice. Updated Daily.
The world is becoming digital, and digital is changing the world. Perhaps nowhere is this more apparent than within the workforce. Digital technologies allow businesses to become more agile, and agile organizations require adaptable workers. At the same time, new talent increasingly wants more flexibility and dynamism in their career development.
In yesterday’s article, we discussed what the career constellation is and how it represents a new paradigm in career trajectory. One that focuses on the lifelong compilation of experiences, capabilities, and skills instead of the old straight-line progression of job or role.
It’s hard to find a hotter topic among business and HR leaders than the “future of work.” The uncertainty surrounding the full impact of cognitive technologies, Robotic Process Automation, Artificial Intelligence (AI), and machine learning has many speculating about the impact on workers, given the opportunity for replacement.
As more and more young people join the workforce, companies must be prepared to adapt to the changing times. A new study has revealed that companies who are more technologically inclined have a better chance at retaining and attracting younger workers.
To get the most out of your training and development programs, it is necessary to have an effective learning strategy. In part one of this article, we discussed the importance of conducting a training needs analysis as well as identifying the organization’s capabilities. Here, we’ll identify what effective training looks like and explore best practices […]
One of the keys to succeeding in business is having employees who are good at their jobs. Many businesses, especially smaller ones, may regard employee training as a needless expense or waste of valuable time.
Just-in-time learning, also known as just-in-time training, is a method of training employees in which they receive their training right at the moment it is needed to do the job at hand.
In order for training programs to be successful, you must show employees how the training is relevant to them on a personal, professional, and organizational level, says Chris Douglas, executive vice president of training, Fierce Conversations.
Closing the skills gap is an ongoing challenge for employers, and a recent survey found that the gap is widening in some organizations.
Supervisors should provide ongoing feedback to employees and meet individually with them 3 times a year to coach them on performance, says Trevor Throness, author of The Power of People Skills.