Our company is coping with average turnover of 40 percent. Could HR make a development plan that effectively reverses this trend?
— Failure to Communicate, telecommunications, Santiago, Chile
My company wants to enable employees and their reporting managers to take complete ownership of the learning process, from identifying learning objectives to figuring out the best way to learn. What are the ways I can create this 'willingness to learn' among employees so that they actually take ownership?
--Shared Responsibility, manufacturing production, Mumbai, India
With dynamic change coming to the health care industry, we are looking at redesigning our training road map. How do we keep pace with the changes to make sure our career development programs are touching on the most vital things?
— Staggered, human resource executive, health care consulting, Illinois
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.
I’m working on a project team to boost how we design, deliver and administer performance-based learning. There doesn’t seem to be an out-of-the-box way to do this for our services organization of 600 people. Strategically speaking, how do we achieve our goal?
— Map But No Direction, Health Care, Jacksonville, Florida
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.