A culture of continuous learning adds value to your company as a whole, as well as to the individual employees. In addition to accelerating skills development, employee learning and development programs can help organizations attract and retain a skilled workforce. With the introduction of new technology in this field, it’s important that organizations prepare to meet learning needs by understanding how to utilize these resources. In this month’s roundup, we’ve curated five articles on why your company should invest in learning and development and how you can incorporate it into your talent acquisition strategy.
Maintaining professional designations.
Forming partnerships with peers.
Finding innovative solutions to workplace problems.
Investing in professional development.
Paying attention to current and coming trends.
These are just some of the ways attendees of the Society for Human Resource Management
Leadership Development Forum said they are growing as HR professionals.
Kathy Corbitt, the director of talent management at the University of Delaware's Office of Development and Alumni Relations, recently earned her master's degree in business administration. She also launched an internship program to help her department recruit and retain hard-to-find fundraising professionals. And, of course, she was attending the conference.
The full-employment economy seems to be positively affecting employee engagement, yet full employment is creating a concern for management seeking talent. Gallup’s most recent annual workplace survey showed employee engagement tied for the highest levels since Gallup began recording it in 2000, and active dissatisfaction fell to the lowest recorded level. A recent Deloitte survey, however, reports that 39% of large-company executives were “barely able” or “unable” to find the talent they required. Furthermore, current Labor Department data show that 38% of U.S. small businesses had positions they could not fill, and the “quit rate” upward trend, particularly within the financial services industry, continues for 2018. Additionally, as companies work hard to upskill and retain their workforce, employees also become more engaged. Organizations facing this talent crunch should see this human resource threat as an opportunity.
Henkel’s Singapore President Thomas Holenia explains how a culture of continuous learning can add value to every employee – and HR themselves.
Amid a volatile and dynamic business environment, coupled with rapid technological changes, more and more businesses have put priority on increasing the agility of their organisations. To not do so is to risk losing their competitiveness or becoming a casualty of disruption.
In tandem, increasing the agility of the workforce and fostering a culture of lifelong learning are becoming top priorities for many governments and leading companies.
A key enabler of an agile organisation is having energised and empowered teams. In an entrepreneurial corporate culture, for example, employees have greater autonomy and authority to make decisions and drive changes.
Employers are finding innovative ways to dig into treasure troves of data and use their findings to improve the employee experience.
HR is beginning to realize the value of the massive amounts of data in their possession — and they're finding ways to mine for treasure hidden within.
Applicant tracking systems now do more than hire for a single opening; they provide a bank of potential applicants for future vacancies. Today's learning and development professionals are also looking at Big Data to see how it can help them upskill, retain and attract top talent to the fold.
L&D managers could scour through every qualification of every employee on staff to create standards, burning through man hours to get the job done, but AI can pull from existing data and provide baselines in a matter of seconds. Whether relying on internal data, or resources from other platforms, AI is redefining employee development in ways HR couldn't have imagined a few short years ago.
Labor-force projections over many years showed that we would face a shortage of qualified talent, and now that time is here. If talent acquisition isn’t a major focus for your company, you will struggle to attract, hire, and retain the talent you need. We are seeing the lowest unemployment in decades, with lots of competition to hire the talented professionals and entry-level candidates radio needs. Talent acquisition must become a major focus for all businesses across all industries. Here is a step-by-step solution to help you win this war. It is strategic, tested, and proven.
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