Whether you need to provide long-term development planning or just-in-time training, your learning strategy should give employees the skills and support they need excel at their jobs. You can create a learning culture with continuous learning programs supplemented with the right learning content for your organization. Discover ways to develop your learning strategy and measure its effectiveness in training your employees.
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.
Over the last few decades, the workplace has been fundamentally altered by many things—some tangible—such as improved technology, physical workspaces, benefits—and some intangible—including globalization, the speed of decision making and increased transparency to both internal and external audiences.Read more
Perhaps organizations’ biggest false assumption about informal learning is that its occurrence in the day-to-day is assumed. Some organizations may lump informal learning with experiential learning which is something entirely different. Possibly because it’s so ingrained in the talent lifecycle; experiential learning feels assumed. Most organizations have the proper structure to guide employees to where experiential learning can be assumed. If it’s not happening as it should, performance suffers and becomes immediately apparent and immediately addressed.Read more
In today’s economic landscape downsizing and restructuring is a necessary part of business. When that time comes, HR must be cognizant not only of managing risk and keeping costs down, but also how to best transition employees out of the organization – often by utilizing outplacement services. The same is true for when an employee voluntarily leaves an organization – how that exit is handled is critical in the long run. As companies go through this process they should see this as an opportunity to create organizational brand ambassadors out of these alumni.Read more