The below article identifies four symptoms to look out for that may indicate that businesses need to work with an external consultant to support their corporate eLearning. In doing so, they will have better learning outcomes and ensure their eLearning effectively drives their business towards their goals and gets financial returns.
Career growth and development are the most important things employees want from their employers. They also want to work in roles challenging their strengths and competencies for organisations that provide opportunities to grow their knowledge and skills.
This article explains the temptation to spend time online––on social media and shopping, and how much time and life-enhancing opportunities are wasted. It then demonstrates what can be achieved if some of that time is redirected to learning a new skill that could be applied at work.
Most business leaders and HR professionals agree that business success depends on employee performance. It makes sense that developing your employees should be a strategic imperative. However, a shift from employee development to performance may be what your business––and your people need––to make it possible to reach your goals.
Most business leaders and HR professionals agree that business success depends on employee performance. It makes sense that developing your employees should be a strategic imperative. However, a shift from employee development to performance may be what your business – and your people need – to make it possible to reach your goals.
For years, job descriptions have defined how organisations are structured. This method worked well when businesses changed slowly, and employees were considered cogs in the machine. However, smart HR teams are focused more on skills, empowering employees to be agile, autonomous and perform beyond their duties.
A 2023 study by the HR Research Institute shows that 70% of employees believe that coaching is important, while 66% say mentoring is important, and about half reported an increase in the amount of coaching and mentoring in their organisations.
Following the global recession, another local recession may be headed our way. It could not come at the worst time for South Africa’s economic recovery after Covid and as we struggle with political uncertainty and a failed electrical grid.
Despite the increased awareness, burnout is getting worse, as in tough economic times, greater outputs are needed from employees. Mental health in the workplace is becoming a focus for progressive organisations that value their employees as people, not costs on a balance sheet.
Ongoing learning and development (L&D) are cornerstones of all successful organisations and contribute to keeping employees happy, fulfilled, and productive. As more organisations are looking to eLearning to meet their L&D goals, they’re also looking for methods to keep their employees engaged and committed to meeting their learning objectives.
Quiet quitting is a new name given to an old phenomenon where disengaged employees decide to do as little as they can get away with. Human resource experts believe that since COVID-19, many employees (as much as 50%, according to Gallup.com) have deliberately or inadvertently become “quiet quitters” as they look for alternative jobs or work-life balance.
Despite efforts by many HR and Learning and Development (L&D) managers to address the widening skills gap, a recent study shows that only half of employees consider the training provided by their employers to be useful.
The days when learning was thought to be a passive process of receiving new ideas and information are long gone. Today, effective learning is energic, active and actionable, and promotes the application of new ideas and information. This type of learning is referred to as “active learning”.
Every CEO, team leader, HR manager and L&D specialist, no matter the industry, wants to ensure the courses they develop to upskill and reskill their employees will not only keep them engaged and riveted, but also serve its objective of ensuring the right skills are learned and applied in their organisation.
The rapid and largely unexpected shift to work from home last year had many organisations scrambling to reorganise their corporate elearning plans. From face to face training, everything suddenly had to be online - and quickly too.