Career Development

An HCI Topic

Traditional career paths no longer exist in organizations today. Instead, offer your employees dynamic development and learning opportunities that provide them with the skills they need to move up and around your organization. Learn how to create development programs that utilize performance plans, stretch assignments, departmental rotations, and coaching and mentorship to prepare employees for new responsibilities.

Featured in Career Development:

Blog

Exploring Female Leadership: Obligation or Opportunity? A Female Leader’s Role in Growing Female Talent: Part 2

Blog | Author: Lexy Thompson | Source: HCI | Published: June 25, 2014

It’s been a few months, so let’s recap what we’re looking at here. We want to know if females in leadership roles have an obligation to be role models and mentors for younger women looking to follow in their footsteps. I am certain, despite my best efforts in Part 1, some of you are still thinking:

 

Why do we care?


We all know, and have come to despise, the statistics that point out just how unequal women are in the workforce. Even those of us who are blessed enough not to feel that stigma, we know there are masses of other women out there who do, on a daily basis. So, put plainly, we care because it matters. We need a way to enlist the masses of young women entering the marketplace, especially those with degrees seeking leadership positions. Without their buy in, nothing changes. We continue to lose. I don’t know about you, but I’m a sore loser. Graceful, sure, but I don’t like it.

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Executive Interview

Best Practices in Women’s Leadership Development

Executive Interview | Presented By: Rosina Racioppi | Published: June 23, 2014
Despite the fact that women now make up more than half of the professional workforce, the number of women in senior leadership positions has remained unchanged for the past five years. At a time when business leaders are arguably more committed ... Read more
Blog

Where Have Our Leaders Gone?

Blog | Author: Breanne Harris, Solutions Architect and Social Media Strategist for Pearson TalentLens | Source: HCI | Published: May 22, 2014

They’ve been called entitled, narcissistic, and attention-craving.  Their work ethic and loyalty are questioned frequently.  Their parents call in sick for them.  They never turn on CNN and yet they get breaking news hours before you do.  Their technological skills are legendary, but their critical thinking skills are lacking. They’ve never had a landline and see no need for owning a printer.  They’re the first people you call when your technology stops working.  They can Google faster than their bosses can pull a fact from memory.  They get repetitive stress injuries called “Texting Thumb” and “Twitter Thumb.”  They’re 70 million members strong, and they are your next generation leaders.  

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Solution Suite

Implementing 3D Learning at Avon

Solution Suite | Published: April 23, 2014
In the face of decreasing L&D budgets and increasing needs for skills training for employees, organizations must be on the lookout to develop and implement more cost-effective methods to arm their workforces with the tools and knowledge they ... Read more
Webcast

2014 Trends in Executive Development

Webcast | Presented By: Bonnie Hagemann | Webcast Aired: April 17, 2014
Webcast Highlights: Complete analysis of the research Cutting edge ideas and organizational anecdotes Tips and takeaways on insights from the research   One of the best resources for Senior Operations Leaders, Leadership ... Read more
Blog

How Well Do You Know Your People? 4 Ways to Boost Talent IQ

Blog | Author: Charles Coy, Senior Director of Analyst and Community Relations, Cornerstone OnDemand | Source: HCI | Published: April 16, 2014

Ask companies what their most valuable asset is and their response is often the same: employees. But appreciating team members and understanding how to harness their talents to drive business are two different stories. Many companies rely on assumptions rather than data-backed facts when it comes to decisions about their workforces. There’s reason to depend on more than gut instinct for hiring decisions, developing employees and keeping them engaged in the long run.

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