Published By: SumTotal
Published Date: May 24, 2013
Download this abridged version of the Guide that not only shows SumTotal as #1 in Learning, but also includes comprehensive 2013 research covering the role of the Learning Management System, LMS Functionality and Features, The State of Learning Management Systems and more.
MarketBridge, a leading global provider of sales and marketing services, surveyed 493 senior and upper management-level business professionals in a variety of functional roles at leading international corporations to learn more about their company's language-learning needs. Please download this free white paper for more information.
At Connections 2014, SilkRoad’s annual user conference, a panel of human resources professionals convened to discuss timely onboarding issues including automation, socialization, duration, and ownership.
Gone are the days when employees leave a company and are never heard from again. People share experiences on Glassdoor and LinkedIn. Also, an employee may come back, turn into a contractor, or even become a client. Departing employees now have power and today’s leading edge companies are asking, “How can we create a win-win departure?”
First impressions with your company matter, both for your new hire and what they’ll share about your employment brand. A formal onboarding programs provides a big impact, which is why they are one of today’s hottest trends.
Onboarding solutions integrate with recruiting solutions so the transition from candidate to employee is effortless. They also integrate with performance and learning solutions so employees can start focusing on their future with the organization. Best of all, they are customizable so the company brand remains front and center.
Onboarding takes enthusiastic new hires and rapidly engages and connects them to the life of the organization. That engagement leads to employee commitment, and their commitment leads to accomplishment.
Offboarding is the strategic process for transitioning employees out of an organization, and unlike onboarding, it is often ignored. According to an Aberdeen report published last year, only 29 percent of organizations have an offboarding program in place.
For decades, learning in a corporate environment consisted of a day or a week of classroom-based training. However, technological advances delivered on the promise of a more complex learning protocol with automated, virtual, and experiential elements. At Connections 2014, SilkRoad’s annual user conference, a panel of learning professionals convened to discuss five major learning themes this year, including integration, mobility, engagement, compliance, and analytics.
It is hard to fault the idea that appraisal reveals an employee’s abilities and a development plan should follow naturally from that. The smooth link looks good on paper. The reality is a good deal messier. It is not that HR is doing something wrong, just that the process is harder than it looks. Understanding why it is hard will lead to better results.
Learning Management Systems (LMS) allow companies to focus on the right component of the learning process – and that is the learning. Administrative activities like registering for training or recording training completion are automated. Required compliance programs can be delivered online, reducing costs. Managers can share training feedback that supports the company’s business goals.
It’s a new day for corporate training and those who manage learning functions. Today, traditional training programs aren’t enough to meet growing demands for better company performance, consistent compliance, changing employee expectations, and cost control.
Performance appraisal reveals employee abilities. A development plan should follow naturally from that. The process, especially for SMBs or fast-growth companies, can be especially challenging. Understanding those challenges will lead to better results.
Today’s emerging talent is accustomed to a 24/7
connected world. Technology for recruiting
college and graduate students has to match that
expectation if companies are going to successfully
land qualified applicants in an increasingly
competitive race for emerging talent.
Over 60% of leaders state that culture is more important to organizational transformation than strategy or operating model. Learn the 4 ways Chief Human Resources Officers (CHROs) can leverage culture to ensure effective organizational change.