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Employees are valuing career development more than ever—it’s a sign that the company is willing to invest in their future. How are businesses approaching training today? What are their pain points, and what topics are being addressed in training?
With the significant advancements in technology, the workplace has continued to evolve over the past century at rapid rates. And if one thing is certain, it’s that change is still constant and inevitable in the workplace in 2019 as well.
The learning and development (L&D) industry is booming and is expanding at a rapid rate alongside innovative technologies—so much so that L&D departments themselves are becoming central hubs for all workplace innovation and growth.
In a previous post, we made the case for encouraging employees to learn a second or third language. There are benefits to both individual employees and the organization driven by increasingly interconnected global markets, as well as a diverse population within the United States itself.
Corporate-sponsored training initiatives have been prominent in the media in recent years. The trend toward such programs represents both the need for skilled, competent workers and a perception that government-sponsored education doesn’t necessarily adequately prepare the workforce for the needs of the workplace.
In an increasingly global business environment, many companies place a premium on bilingual or multilingual employees. Even with English as a lingua franca for business in much of the world, and even with increasingly sophisticated translation technologies like Google Translate, the benefits of multilingualism are still significant.
It’s likely that virtually any manager who has tried to make a message or a goal stick in the minds of his or her employees has struggled to achieve that seemingly simple task.
We talk a lot about both vocational training within the educational system and on-the-job training provided by employers. Both are important, but unfortunately, both also are often lacking.
Too often, there is a back and forth between the business community and the educational system over who bears the responsibility of the training of the next generation of the nation’s workforce.
Employee retention is—or at least should be—a major goal of companies in any industry. Not only is top talent hard to come by in general, but it costs money to recruit, hire, and retrain new employees.
Artificial intelligence (AI) is poised to have a major impact on global business—expected to drive $1.2 trillion in value by 2022. While there is plenty of discussion around the efficiencies and new capabilities that AI will bring, talent remains the Achilles heel of AI implementation.