How do I convince my supervisors why they need to be accountable for employee development? Some of them get it, but others seem to view this as an increased responsibility that belongs to the HR function. What training resources could I use to make the case?
— Not Persuasive, staff coordinator, health care, Colorado Springs, Colorado
While we continue to experiment with live interactive virtual learning for widely dispersed participants, I’ve had some thoughts about when a live class experience matters.Read More
MOOCs haven’t yet hit the mainstream, but they could herald a shift in how employees acquire new skills.Read More
Chief learning officer, U.S. Defense Department’s U.S. Strategic Command, Omaha, NebraskaRead More
We want to conduct cross-training sessions to help some employees acquire new skills. We also have employees that already perform these tasks and don't want them thinking our cross-training is a reflection on their performance. How should we handle this to make sure everyone's on the same page? Is there a better alternative?
—Don't Want Hurt Feelings, HR manager, finance/insurance/real estate, Grand Cayman
A 16-week academy for leaders holds key to future growth, company officials say.Read More
The opening session scheduled for Sunday, June 16, also features journalist and CNN host Fareed Zakaria.Read More
Dealerships that pay for technicians to attend the tool-maker's school may receive higher reimbursement levels, though maintaining quality of service and reputation primarily drive participation. Read More
Even though we have fewer than 200 employees, how could our human resources function develop career paths for them?
—-Forward Thinker, HR director, publishing/communication/advertising, Dearborn, Michigan
A new survey shows 19 million employees are angling to change their jobs in 2013.Read More