Training & Development Articles
For HR departments, training employees to fit within government regulations is crucial. New advancements in communications are making it possible to train remote workers and spread compliance messages to hundreds of employees at once.
New-hire onboarding is not something you can do with one tool or program. No one manager can successfully onboard and welcome new employees by him or herself. It takes a team effort and aligning messages and goals from the top of your organization down to the new hires.
It’s no mystery that with the new era of workers, human resources is challenged with redefining their skillset. The new generation of workers is transforming the workforce forcing businesses to create new strategies creating a more personalized connection between employers and employees and a more automated approach to the routine tasks.
Change management is a necessary and sometimes messy part of HR’s job within any organization. These days, workplaces and companies have to change quickly or be left behind. Employee communications initiatives and software tools can help, but studies show that the best way to engage your employees and move them through transition is with coaching.
Nearly half of corporate trainers say they modify their training practices to cater to GenZ.
Let's start this blog post by saying that I have no idea what 2019 specifically holds for HR Training and Compliance Programs – nor does anyone else. If I were that prescient, I'd invest in lottery tickets and hit the beach. However, there are some general trends and corporate realities that give us an idea of where to look for successful start-ups affecting Human Resources and where start-ups are facing trouble.
Employee communications tools and apps can make a huge difference in office morale, internal communications, onboarding, recruiting, and many other issues Human Resources professionals work with every day. Here are a few tools and apps developments in particular that made waves in 2018.
Often, too often, corporate culture turns toxic and entrenches itself so deeply that the organization can no longer serve its purpose effectively. This usually initiates the most painful form of change management. You're the new kid on the block, new C-suite or director or someone else with some ability to make changes to policy and employee communications standards – maybe you were even hired specifically to do that. What do you do about it? Bear with me for a brief history lesson.
Financial services organizations are facing industry pressure like never before. From disruption caused by technology to the emerging fintech industry, changes in customer expectations and increasing employee turnover, there is a need for financial institutions (FIs) to take learning beyond simple compliance training.
A new Labor Department rule would make it easier for small businesses to offer 401(k) plans, part of an effort to close a retirement-plan coverage gap that affects millions of employees.
Training and compliance programs are vital to the success of your business and employees. There are many employee training programs that companies incorporate into their culture to boost employee communications, productivity, and engagement.
According to a recent survey conducted by Adobe, 58% of people feel that performance reviews “are a needless HR requirement.” Adobe, in fact, no longer has an annual performance review process and instead has adopted an approach involving ongoing discussions between managers and employees that emphasize talent development and future productivity instead of formal ratings and rankings based on past performance.
When we talk about branding and content and its relationship with employee communication, we’re really talking about emotions and perceptions. What your employees feel about the company they work for determines everything from their performance to their willingness to participate in your workplace community.
Historically, many companies failed to create and implement anti-corruption, anti-money laundering, and sexual harassment compliance and training programs.
About five years ago, I worked with a client who bristled at the idea of typical annual performance reviews. What they wanted to implement was a “conversation-based” performance review process. The process had to be employee driven; managers and employees held an ongoing, continuous dialogue about the employee’s performance throughout the year... I had never heard of such a thing.
Michael Kennedy, associate vice president of talent and learning at the National Basketball Association, didn’t start his career in learning – or in basketball. Kennedy talks about his career path, how he became a top learning leader and what he learned along the way.