At Mission Hills China, the path to success may not lie straight ahead.
By Michael Switow
At Mission Hills China, a multi-billion dollar company that is home to the world’s two largest golf resorts as well as a range of other businesses, one top executive started his career in property sales. Later he moved to the PR and marketing department, and now he heads a major tourist attraction and film studio called Movie Town, which welcomes more than two million visitors a year.
Empower millennials with development programs that are suited to their strengths.
By Cheryl Allen
There is great value in using generational research to effectively inform people practices. The current workforce makeup of baby boomers, Generation X, millennials, and Generation Z is likely one of the most diversified in history. Each generation is equipped with skills and knowledge based upon the environment they grew up in, and organizations are searching for them in the current competitive business environment.
Organizations need to reinvent growth strategies by providing opportunities to all levels of employees.
By Meghann Arnold
When it comes to developing a strong workforce, organizations too often provide opportunity to only “traditional” employees: Those who have college degrees and a resume full of experience, volunteerism, and organizational involvement. To put it lightly, organizations don’t always give opportunities to those who don’t fit the mold of advancement.
With the ability to train hard skills, some organisations are looking for hires that align to values and culture instead.
By Simon Kent
Skill shortages abound across many sectors of EMEA business. Problem areas are no longer confined to specialist roles or niche industries. Employers everywhere are facing a candidate-driven market where competition for talent is already high and increasing. In the face of this, employers are now looking to secure employees with good soft skills with the intention of bringing their technical skills up to speed once in place. In fact, LinkedIn’s 2019 Global Talent Trends report found that 92 per cent of U.K. businesses report that soft skills are now as important or more important than hard skills.
How nurse residency programs can help organizations add to their bottom line.
By Tierney McAfee
Nurse residency, or “grow your own,” programs are a critical part of the future of nursing. They’re not only helping organizations solve for the growing nurse shortage facing the U.S., they’re also helping participating healthcare systems and hospitals save money.
How “Grow Your Own” RN programs are helping organizations build great talent while filling a gap.
By Tierney McAfee
They say change starts from within—and some forward-thinking hospitals and health systems are taking that sentiment to heart when it comes to addressing the nationwide shortage of qualified nurses.
The future of learning is digital—but are organisations ready to make the transition?
By Marta Chmielowicz
“The only sustainable competitive advantage is an organisation’s ability to learn faster than the competition.”
This roundup of corporate training and development services can help HR deliver what their workforce wants: continuous growth.
By The Editors
It’s 2019, and with the new year comes an opportunity to look back on business performance and begin planning the path to improved success. For many organizations, this means building a robust learning and development (L&D) program for employees and leaders alike.
BOK Financial develops key soft skills in younger workers to encourage retention and career growth.
By Stacy Tiger
Like older workers, younger employees greatly value many of the traditional aspects of a high-performing workplace: competitive compensation and benefits, a friendly atmosphere, and the chance to grow and develop. But with their unique circumstances, background, and relative lack of experience, young employees possess different skill sets and tend to approach workplaces with different perspectives compared to their older peers.
In the #MeToo era, employers are taking a proactive approach to harassment policies and training.
By Jonathan D. Ash, Esq.
By now, employers should be aware that a comprehensive anti-harassment policy and annual anti-harassment training are critical components in preventing and defending against claims of harassment. A new year means a new opportunity to review existing employee handbooks and to map out a plan to provide harassment training for employees and supervisors.
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