Psychological safety is when people feel comfortable being themselves and expressing themselves in the workplace. They feel safe taking risks and stretching themselves; being authentic and transparent.
An LCLM solution lets an organization get more granular about who owns content and whether it needs to be reviewed, updated, or archived. The use of smart keywords, deep search, and filters make for quick and easy retrieval. This all leads to direct, real-world benefits. Companies can be sure that the material learners are exploring is the most current, relevant material at that moment – critical in the era of self-directed skill building. It also gives content creators confidence that they aren’t duplicating efforts since they know exactly what is available to learners. This kind of insight is not available via an LMS or an LXP alone.
In our research, only 34% of organizations said they can prove their leadership program significantly impacts business results. That means they struggle to develop leaders who can help their organizations meet its business goals.
Brandon Hall Group is conducting a study on reimaging compliance training and we hope you will take a few minutes to participate in our survey. It isn’t enough that a company can track that people completed certain compliance training or spent X number of hours doing it. People should understand the material, why it matters to them and why it matters to the organization.
A Brandon Hall Group Smartchoice Platinum Preferred Solution Provider, EI Design, has developed a model that includes many elements from existing models to give companies a granular framework for successful measurement. It is designed not only to help companies determine the learning’s impact on business outcomes but also help identify the “learnability” of their programs. In other words, companies can discern how quickly and proficiently learners attain information, knowledge or skills — both initially and over time.
Is your organization inclusive? Almost everyone answers “yes” when Brandon Hall Group asks that question in our research.
For most organizations, the onboarding phase of an employee’s tenure is make-or-break — for the employee and the company. Trying to increase knowledge retention and employee engagement while shortening the time it takes to get people up and running can be a daunting challenge. Despite substantial investments in time and money, many onboarding programs are ineffective at helping new employees retain key information and motivating them to be engaged with the organization.
Many organizations can quickly determine whether a specific HR initiative is efficient or effective. However, when it is a longer-term goal or a strategic objective that involves different processes over a long period, most organizations struggle to evaluate the effectiveness of their HR plans based on their overall business strategy. Most of this struggle is due to an over-reliance on short-term metrics and an inability to overcome common challenges.
Brandon Hall Group, the leading independent HCM Research and Analyst Firm has opened entries for its 29th annual Excellence in Technology Awards. Often referred to as the Academy Awards of Human Capital Management, this is the original awards program focusing on corporate learning, talent and HR best practices.
For many organizations, onboarding programs are siloed affairs. New employees come in, fill out the necessary paperwork, meet who they need to meet, have their technology set up through IT and they are finished with “onboarding.” Top-performing organizations, though, provide role-specific technology and training to be role-proficient quickly, which requires more than just paperwork. It means connections to other employees and to the learning and development resources available to them.