How keeping close tabs on learning at your organization is a key differentiator for attracting, engaging and retaining top talent
Where to turn to incorporate new technologies and practices once that identity has been forged
You might ask yourself a number of key questions about the way you are delivering learning at your organization. Perhaps you’ve thought to yourself; “Is our vision of learning and development in step with current trends? How do we catch the wave of change in a way that we minimize the risk of being overwhelmed by too much too soon or by being left behind how, if, and when do we incorporate new learning technologies and methods?”
Self-examinations such as this reflect the massive changes in enterprise learning and development which have been driven by the rapid pace of new technology implementation and aided by the influx of millennials into the workplace.
Aside from keeping up with the pace of change there is one ultimate reason to keep close tabs on learning at your organization. It’s a key differentiator for attracting, engaging and retaining top talent.
So not only does your organization need to get a fundamental handle on the learning and development vision – but you need to know where to turn to incorporate new technologies and practices once that identity has been forged.
Attend this webcast to run through some scenarios that can help you turn your L&D vision into a well-oiled engine that propels the organization toward a future of continuous and targeted employee development within a culture of learning and high-performance.
August 3, 2015 | Jenna Filipkowski | Human Capital Institute
This third edition of our 2015 Talent Pulse series focuses on how learning and development priorities are changing for organizations. In the next two years, developing a learning culture and evaluation of L&D will be of ...
Massive change is underway in enterprise learning and development which is being driven by the rapid development of technology enabled learning along with the growing number of millennials in the workplace. This revolution is causing learning leaders to confront and examine a number of key questions about the future direction of learning and development within their respective organizations.