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Overcoming Challenges in Learning and Development
By Nick van Dam, Ph.D.
Economic, social and technological forces continue to change the global economy and organizations around the world. The adoption of new technologies, the rapid obsolescence of knowledge, the need for just-in-time learning and the search for cost-effective ways to meet the learning needs of a global workforce have redefined the processes that underlie the design, development and delivery of training and education. The Hudson Institute suggests that only 20 percent of today’s workforce has the skills for 60 percent of the jobs in the year 2020. Additionally, demographic changes will have an impact on learning needs. By 2008, a wealth of skills and experience will begin to disappear from the market, as the first members of the baby boomer generation reach early retirement age. Learn More
Ready or Not, Here They Come!
By Carol Kinsey Goman, Ph.D.
They're tattooed. They're pierced. They're 64 million strong. They're the first wave of Generation Y individuals (born between 1984 and 2002) and they're about to take the workplace by storm. In other words, they're ready for you.
Are you - and your organization - ready for them? In some circles they're also called "Millennials," and today's Gen-Y'ers come to the workplace with a markedly different perspective than past generations. Learn More
The State of the E-learning Market
By Sarah Boehle
As a fragmented e-learning market continues to mature, vendors must merge or partner with each other to compete. And customers are reaping the benefits. Each year, we check the pulse of the e-learning market, from what's new to what's not to what's next. And each year, some things stay the same. Analyst after analyst talks about the same issues that have been bandied about for some time, such as the need for better interoperability and the demand for "end-to-end" solutions. Learn More
E-Learning Strategy: A Framework for Success
By Jennifer De Vries
An IT department recently asked me to develop an e-learning course about one of its applications. One of my first steps was to contact the training manager of that organization and ask her what type of course would fit into her e-learning strategy. “What do you mean by e-learning strategy,” I heard on the other end of the phone. I started to explain, but found that what she really wanted to know was, “Why do I need an e-learning strategy?” Learn More
Talent Retention and Employee Orientation
By Irving H. Buchen, Ph.D.
Exit interviews often do not include questions about how employees started, but only what led to their departure. Adding such questions about beginnings to exit interviews often reveals an unexpected linkage between start and end. Indeed, one of the routine disasters most companies inadvertently create often occurs on an employee’s first day, during new-hire orientation. Here is a quick catalog of some of the orientation blunders and tactics that surface during exit interviews: Learn More
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