In case you missed it: Susan Johnston's interview with Mindflash CEO Donna Wells on the Intuit Small Business blog, about how changes in technology have made online training a powerful new management tool. Great insights here on why, when, and how managers can to take advantage of the new tools. Here's the post:
Trainers will often identify whether an individual has completed level one of a technical program before moving to level two — but just as often they fail to go back to basics of cataloging employee knowledge before training begins. Big mistake — here's a personal tale that explains why.
Millennials have a growing reputation in the HR universe as serial job hoppers. Recent studies say the phenomenon isn’t actually limited to the young, but true or not, employers’ belief that their 20-something employees are liable to jump ship in a matter of months has significant effects. For one, it limits their willingness to shell out for training.
Harsh truth: More often than not, people leave their bosses, not their company.
Most employees are great about showing up on time every day. Significantly fewer show up fully present — ready to make a difference with customers and the business. Many employees don’t pack their brains when they pack their lunches because many managers don’t ask their employees to think at work.
Let me tell you about a very wise company I work with:
The recession may be technically over, but it’s still not exactly high times for non-profits. Budget-strapped donors continue to be reluctant to part with their pennies, but if you’re a scrappy start-up non-profit doing great work with limited funds, there are ways to work around your financial constraints. Chief among them is the generosity of tech companies.
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.
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.
Thousands of people in business today share the same title - 'HR Mananger.' But the similarities often end there. Here's a look at the old-school 'HR Lady Version Beta' and her 21st- century counterpart, 'HR Manager 2.0.' Which one works for your company?