Although many learning professionals talk about the importance of conducting return on investment (ROI) analysis of training programs, few actually do it. Many reasons are given for not conducting this level of analysis. One reason is that time and resources are limited and learning professionals have many other programs to deliver. Fair enough. However, the question is not whether an ROI analysis should be conducted, but how time and resources can be freed up so it can be done.
In case you missed it: the New York Times' profile of Mindflash last week showed how one company — DBS Financial of Akron, Ohio, an auto loan provider with 30 employees — is turning to online training courses not just to streamline the process but to upgrade the quality and effectiveness of the training itself.
A Tech Tool That Puts Employees and Customers to the Test, from The New York Times (3/31/11)
Face it — the workplace is changing. And getting the most out of your best people is directly tied to one crucial ingredient: employee work passion. The more passionate an employee is about her work, the more significant her commitment, contribution and ultimately performance.
Tax credits should always be seen as a generous gift for your business. And, while these benefits are graciously extended to you, it still takes effort on your part to claim them. Thankfully, the Small Business Jobs Act, passed last September, provides some serious deductions and credits for your business when filing your 2010 taxes. Of course, future legislation can rapidly alter an of these tax breaks, so it's important to utilize these while you can!
The prevailing stereotype to many employers is that Gen Y are a bunch of job hoppers, and therefore training them in any significant way is likely a waste of time and money. In a few months, they’ll just take those skills you worked so hard to teach them down the road to your competitors.
I recently stumbled upon Bill Gammell's ebook on marketing lessons learned from Seinfeld. Because of Seinfeld's ongoing pop-culture resonance, I've been mulling over the idea of a Seinfeld-themed post for a while now - but I'd never taken the time to further conceptualize it. Thankfully Bill's ebook demonstrated not only how to make some meaningful connections between Seinfeld and the real world, but how to do so in a way that was surprising and fun. It got me thinking: Are there any meaningful training lessons to be learned from Seinfeld?
We learning leaders often spend too much time trying to educate stakeholders on the language of training and development — and merely hoping that if our CEOs better understood what we do and how we do it, they would be more willing to allow us to do what we do. However, if we are going to properly service our stakeholders, it would be wise to learn their language. If we learn what is important to our constiuents, we can design and deliver training programs that will directly help them achieve their goals.
Unemployment has been a concern for some time now, forcing many people to relocate their lives in order to get a job. That said, here is a small, but helpful look at the unemployment trends across the states, and the cities that are adding new jobs. To top it off, included are the occupations in which there is expected to be the most growth going forward.
A friend of mine recently discovered a suspicious mass and, given her family history of cancer, immediately assumed she was about to die. Convinced of the seriousness of her illness, she spent the first 10 minutes of her consultation asking the doctor about different cancer treatments - before she'd even been given a cancer diagnosis (thankfully, it was NOT cancer and she's fine). Fortunately for my friend, her doctor graciously invited her concerns and countered them with descriptions of the tests he would order before jumping to conclusions about her diagnosis and treatment.