Leaders often focus on what’s expedient and a lower upfront money and time investment, as opposed to what method will most effectively address challenging learning problems.
If your goal is to do the minimum but to give your organization defenses in case there’s ever a costly mistake, then here’s a road map to get you started.
Workplace learning requires time and money. Actually, according to recent data, it involves massive investments of both.
Is there any logical grouping or hierarchical order of the factors that affect talent management? For example: imprecise career paths, engagement, skills development, subjective performance assessments.... Are there rules about which ones are foundational and which ones get built on the foundation?
—We Need a Solid Foundation, training and development program leader, telecommunications, Montreal