As workplace demands continue to evolve due to COVID-19, HR leaders share best practices for growing employee skills.
By Marta Chmielowicz
There is no arguing that 2020 has been a challenging year for business. From switching to remote work seemingly overnight to making ends meet in an economic downturn, organizations have had to be agile, adaptable, and innovative to stay afloat. And employees are feeling the impact: Workers across industries are being asked to adjust to rapidly changing conditions in an uncertain climate, often facing furloughs, shifting job requirements, and entirely new modes of work.
Today’s learning programs are enabling organizations to navigate business challenges caused by uncertainty, fill skills gaps, and build the leaders of tomorrow.
By Debbie Bolla
For Naveen Bhateja, executive vice president and chief people officer for Medidata Solutions, the recent changes to the world of work caused by COVID-19 have only proved the value of a quality learning program.
Research shows four key themes organizations can leverage to improve their recruiter training programs.
By Larry Basinait
In the U.S., the July 2020 Employment Situation Summary by the Bureau of Labor Statistics confirmed the tightest labor market in half a century. As companies recover from the impact of COVID-19, many are once again looking for specific skill sets when bringing on new employees. Employers should prepare to be inundated by candidates, many of whom may not have the needed background. Effective recruiter training is key to parsing out the best from the rest.
The demands of work are putting pressure on HR teams to rethink training programs.
By Doug Stephen
“Choose a job you love, and you will never have to work a day in your life.” This famous and often quoted statement from Confucius had the right sentiment, but some would argue that he forgot the finer points on just how to obtain and retain that dream job.
In a tight labor market, organizations are looking from within to fill talent shortages.
By Marta Chmielowicz
Today’s job market is plagued with skills shortages. According to SHRM’s The Global Skills Shortage study, 83 percent of HR professionals have had trouble recruiting suitable candidates in the past 12 months, and 75 percent of these struggling leaders attribute their difficulties to a lack of available skills. The country is also facing full employment: In December 2018, there were 7 million open jobs in the U.S. but only 6.3 million unemployed people looking for work.
Three important steps in implementing an effective diversity and inclusion training program that aligns with company needs.
By Aaron Lincove
In recent years, diversity and inclusion (D&I) have become top priorities for all businesses—and for good reason. Research by McKinsey & Co. reports that ethnically diverse companies outperform industry norms by 35 percent, and Bersin™, Deloitte Consulting LLP indicates that inclusive organizations are 1.7 times more likely to be innovator leaders in their respective markets. Given these benefits, it is no surprise that organizations of all sizes are realizing the value of D&I when it comes to employee engagement, financial performance, and brand recognition.
Four HR leaders share how their approaches to mentoring programs are solving talent challenges.
By Marta Chmielowicz
Today’s employees are happier, more productive, and more engaged when their jobs bring intrinsic rewards, or the feeling of doing meaningful work that propels their personal and professional growth. In this environment, career development is no longer a perk reserved for certain high-ranking positions—it is an expectation. In fact, according to LinkedIn’s 2018 Workforce Learning Report, a whopping 93 percent of employees would stay at a company longer if it invested in their careers.
In a time of skills scarcity, leading organizations are adopting a multi-dimensional approach to talent acquisition and development.
By Jeff Kavanaugh
Organizations are struggling to find talent with the right skills to meet digital business needs. This trend led the Infosys Knowledge Institute to conduct a worldwide study of more than 1,000 senior management executives globally. The research shows that today’s digital environment is calling for new skills, producing talent gaps that organizations have to fill. What else did it discover? Here are five key takeaways from the recent study.
United Overseas Bank is retraining its employees and empowering them to shape the future of their workplace.
By Michael Switow
United Overseas Bank (UOB), one of southeast Asia’s largest banks, is transforming the way it interacts with clients.
Reskilling is a here and now solution to the talent shortage.
By Tierney McAfee
With the number of employees who are voluntarily quitting their jobs higher than ever, organizations are placing utmost importance on retaining current workers and reskilling them, or teaching new skills to help them transition into different roles within the same organization.
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