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
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
In retirement, Mark Divine has coached thousands of SEAL and other special operations candidates to succeed in some of the most demanding military training programs in the world.
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.
There’s no denying it, unconscious bias is trendy. It’s so trendy, it’s even become an acronym in some of my circles, known affectionately as “UB.” But as often occurs when a term or concept becomes common or mainstream, myths and…
What’s striking is that the behaviors identified in the Richie Incognito/Miami Dolphins report are comparable to what has occurred in law firms, accounting practices, health care institutions and academia.
I am searching for examples of measures that can show the “mission impact” of training for employees that provide administrative support. As an example, if the training is for finance managers at an organization that focuses on biomedical research, what metrics would likely demonstrate how the training received affects the organization’s research? — Mission Impossible or Not, Raleigh, North Carolina
Employee development appears to be on the rebound as we enter 2014.
We've completed our skills gap analysis and competency profile - but we can't find enough good candidates in the job market who have the right skills. Now that we have all this information, where do we go from here? — Only Half the Problem, HR consultant, Nairobi
For its innovative learning and development program, the state of Michigan is the winner of the silver Optimas Award for Training.
For creating a leadership development program that led to successful bottom-line results, Goodyear Tire & Rubber Co. is the gold Optimas Award winner for Training.
Our employees often work in teams, executing projects or drumming up innovation. How valuable is it for us to implement coaching for these folks who are already highly motivated? We were considering some type of "team coaching," although we don't really know if such an animal exists. —Pleased with Our Employees, but not Complacent, engineering/architectural, Washington, D.C.
What are some "caution items" before we launch into job rotation? We aren't sure whether it should start at our home office or across departments, and also aren't sure what percentage of our employees should be rotated. —Cautious but Curious, manufacturing/production, Bangkok, Thailand
A effective anti-harassment policy provides multiple avenues for an employee to complain. Otherwise, an employee will feel powerless if the person to whom a policy directs her to complain also happens to be the alleged harasser.