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The War for Talent
By Josh Bersin
The “war for talent” is realigning the corporate learning focus from skills development and performance improvement to building and supporting talent across the organization. As employee talent becomes scarcer and more valuable, corporate learning is becoming more focused on supporting talent management processes such as recruiting, on-boarding, performance management, compensation, skills development, succession planning, and leadership development. This significant shift will require changes in organizational structures, technologies, priorities, and programs.. Learn More
Building Bridges: Lessons in Working with Business Units
By Michelle Page-Rivera, Ph.D.
Just as organizations adopt a range of models to structure and govern their operations, they employ a range of models and methods to disseminate learning and training to their business units. There is no single “right way” for learning organizations to work with the business units that are, in a very real sense, their clients. As in any client relationship, however, the main charge of the learning function is to best serve the needs of learners, business units and the overall organization. Further, the learning function always must strive to build partnerships rather than “transactional” interactions, or worse, competition between itself and the business units it serves. Learn More
Is On The Job Training the Best Way to Develop a Salesperson?
By Dave Kahle
Surveys indicate that distributor CEOs use "on the job" training as the predominant method of developing salespeople. If everyone is doing it, it must be OK, right? I don't think so. See if this sounds familiar. You are ready to expand your sales force, so you hire a nice guy who has some experience in the industry. You start him with a few days in the warehouse, have him sit in customer service for a week, and meet with whichever manufacturer's rep happens to stroll in. You send him out with a senior salesperson for a week or so. Then, he's deemed ready to represent you, and he's unleashed into the territory with the charge to "go forth and sell a lot." He'll pick it up, you assure yourself, by learning "on the job." Learn More
Ten Tips to Make Training and Development Work
By Susan Heathfield
How much money did your organization invest last year in training and development that failed to provide the results you sought? You are not alone if training classes rarely resulted in the transfer of immediately useful information to your workplace. Real employee behavioral change, based on the training content, is even harder to demonstrate in most organizations. Discouraging? You bet! So what’s an organization to do? Learn More
Making Safety Job No. 1
By Nancy Hatch Woodward
Safety is critical in a manufacturing environment. Failure to follow safety procedures can have serious consequences, including worker deaths and injuries, absenteeism, and reduced productivity. It can also lead to increased workers’ compensation claims and higher insurance premiums for employers. With such high stakes, it’s no surprise that many Training & HR professionals in the manufacturing sector consider safety training a top priority. Learn More
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