Investing In Training

Investors know the importance of balancing their portfolio in order to optimize the return on their investments. Learning and Development (L&D) teams should use the same principle as investors to balance learning investments to assure that the business will grow and develop people with the right skills, at the right time, to achieve that growth.

Is Your L&D Function Adding Business Value?

How can you really know if your L&D programs are highly relevant to business success or are just considered “nice-to-have"? Answering these 5 questions will give you a good idea of how much value the organization "perceives" your function provides.

Running Training Like a Business

Ed Trolley, author of Running Training Like a Business, recognized that businesses were having trouble interacting with training organizations because the language, behaviors and measures of success were drastically different. His proposed solution is simple: run training like any other business.

Highmark Experiences Benefits

In early 2007 Chris Skerlong, Chief Learning Officer for Highmark, found that the volume of e-learning her team produced might warrant a new organization structure. After a presentation by CorpU to show how maturing L&D functions are changing, Skerlong and her team of managers decided to implement a new shared services function.

Onboarding at Sanford Health: It’s All About Relationships

The primary objective at Sanford Health has always been to enhance the quality, safety, retention, and internal mobility of the nursing workforce system that is organization-wide. Learn why relationships are important in developing their employees, and how those relationships affect retention.

Boeing's New Learning Model Drives Dreamliner Completion

A new paper by Boeing and UW staff describes the strategy developed to accelerate the "novice to expert" timeline. Learn how cultural changes, new technology and other factors are impacting the ability of the company to stay competitive and create highly skilled employees.

Internal Mobility: Growing Talent That’s Already There

Companies that want to retain valued employees with the right skills must be able to create an environment where people are encouraged to move within the organization. This new CUX Research Brief describes how some companies encourage people to look for new jobs – without leaving.

Making sure learning happens

One of the key issues for all learning organizations is assuring that people show up for learning. Read about the attendance strategies used by groups like Intel, Tenaris, Stanford, NASA, and others.