Online communities of practice give far-flung employees a chance to network, share knowledge and communicate best practices that trainers can capture and incorporate into future learning events.Read More
Commentary: A recession is exactly the wrong time to cut the budgets for training in support of legal compliance issues. In addition to preventing management mistakes that may give rise to legal claims after a negative job action, training can provide an important affirmative defense. Should a company be taken to court, every training dollar spent can be cited as proof of a good-faith effort to comply with worker protections.Read More
At the Glass Doctor, the company encourages its sales force to get off the phone and schedule more in-person appointments with potential clients. It’s a way of letting customers know what the company has to offer—other than just price.Read More
During economic downturns, training dollars usually are a tempting line item to cut. But in this downturn—at some companies, at least—there appears to be a different approach at work. One expert says corporate leaders are more inclined to use ‘a scalpel,’ picking and choosing programs to cut or trim back based on long-term strategic goals. Here are the approaches such companies as Southwest Airlines and Paychex are taking.Read More
The outlook for future employment figures doesn’t get much better either, with estimates that the economy could lose 1 million to 2 million more jobs in the next few months.Read More
What challenges/resistance should I expect as our organization begins examining workforce diversity? Conversely, how can we also illustrate the potential benefits to people who may be skeptical that this effort is "just another program" being imposed on them by HRM?
How important is it that I calculate retention? And which formula is best to use?
DCP Midstream sets aside the approaches of its former parent company and faces the challenge of ensuring that its far-flung employees are learning the same important technical material.Read More
What steps can HR professionals take to overcome the organizational tendency to cut training when money is tight?
What’s the best way to build an internal training team? How should we select people for the team?