For many companies, shaping a professional development program is a key component of human resources strategy for 2016 and beyond. Research indicates that for seventy-six percent of employees, opportunities to advance their skills are among the top three non-financial motivators. Bersin reports how companies are spending fifteen percent more on professional development today than they did just one year ago. It’s clear that strengthening your staff’s skills can yield a significant competitive advantage. Whether your goals are to attract a better caliber of employee, retain your best talent or close critical skill gaps, you can benefit from recent advancements in employee learning strategies and yield better outcomes.
Developing an in-house certification program can create a level playing field that allows motivated workers to shine. In a Forrester case study of travel brand Maritz, the organization saw a number of benefits by having custom certification-driven eLearning courses developed for technology workers. These benefits included:
Creating transparency in your professional development programs can facilitate healthy competition and move your organization toward a culture of continuing education. Maritz realized many common approaches to skill assessment were faulty. By implementing “competition and code judging” among their developers, the organization improved their skills assessment and culture of learning. Transparency in your professional development programs can facilitate small learning groups, higher achievement and better self-awareness among your staff.
IBM is an organization that has taken a particularly community-driven approach to growing talent. Per Training Mag, IBM’s community-based learning resources include:
Today’s talented workers need more than learning programs to improve skills and competencies, although these programs are critically important. Facilitating community-based learning can allow organizations to transfer context-based knowledge between the older and younger generations of workers. By including mentor programs in your professional development strategy, your organization can foster positive decision-making, industry-specific knowledge and relationship-building qualities critical to shaping tomorrow’s business leaders.
Twenty percent of the American population will be 65 or older by 2020. Human resources professionals are acutely aware of the pending “silver tsunami,” or a wave of retirements among baby boomer employees that will leave many organizations with significant skill gaps and difficulty recruiting technology and leadership roles. By establishing a strong professional development strategy for 2016, you can facilitate a culture of learning for years to come.
Today – while we all seem to be more connected than ever – technology (and the digital resources it empowers us to use) can stand in the way of genuine connections. Case in point: twenty-somethings today think nothing of relationships that begin, end, and take place mostly as texts. But this is a particularly sticky challenge in the workplace.
Communicating with workers about change, about the state of the business and about your union-free operating philosophy is an important part of keeping your businesses healthy while offering employees more opportunities.
Using the right digital resources to train, educate and inform workers is vital in forging a genuine connection. You should be aware of the online resources that are available to you to optimize your union-proofing efforts. Consider these new ideas:
Many employees support unions because they believe working conditions and pay will improve after they unionize. The reality is that unionizing can have negative effects that harm employees.
Videos that explain the truth can help employees understand that unions actually add a tremendous burden that cost companies and workers money. Even when unions manage to negotiate higher wages, union dues and higher tax rates often exceed pay increases while forcing companies to spend more money on labor. This often means many businesses have to downsize to stay in business. Worse yet, employees lucky enough to keep their jobs rarely see improved living standards.
Giving your management team the ability to educate employees with online union avoidance videos can effectively impart the lesson that staying union-free benefits them, their coworkers and their company, ultimately impacting their overall job security. You can even keep the videos on password-protected websites that only give access to your employees and managers.
Unions can only operate when they convince employees to give them money. Training mid-level managers so they can share objective facts with employees is one of the best ways to counter claims made by union organizers.
Union Proof offers e-learning courses, videos and other resources that clearly and effectively show that unions can and do negatively affect businesses and workers. Once your managers know the facts, they can share them with employees so they aren’t persuaded by unions. Without objective facts, it’s nearly impossible to show employees why unionization won’t improve their professional or personal lives.
Staying union-free is as much about treating employees well as it is countering the efforts of union leaders. A report from the Conference Board shows that over 52 percent of Americans are unhappy at work. If your employees do not feel appreciated, then you may have opened the door to ambitious union leaders.
Prevent this by using the internet to improve positive employee relations. Some digital options for improving employee relations include:
Contact the Union Proof team at Projections to learn more about how you can use digital resources to truly connect with employees and keep your workforce union free.
True e-learning resources allow learners to immerse themselves in the topic that is being discussed – to absorb the information, to see examples of it in action and to interact with it, in order to truly internalize the knowledge. This multi-faceted approach helps companies create cohesion, the development of “common knowledge” with their organization.
e-Learning training benefits companies in eight key ways:
– It provides consistent delivery to meet education and training objectives;
– It distributes training and critical information to multiple locations
easily and conveniently;
– Its 24/7 accessibility makes scheduling easy and allows a greater number of people to
complete training in a shorter period of time;
– Technology-based training has proven to have a 50–60% better consistency of learning than traditional classroom learning, according to Training Magazine;
– Geographical barriers are eliminated, opening up broader training options;
– It maximizes the number of participants and offers a maximum range of learning styles,
preferences, and needs;
– It provides just-in-time access to timely information. Learning can happen precisely when needed. Online content is always fresh and consistent and gives learners immediate access to the most current data; and, finally
– Projections provides proof of completion and compliance for all its e-Learning programming, at whatever degree of detail is needed by our clients.
Could a Projections custom e-Learning program help you develop a solid foundation of knowledge at your workplace? Give us a call, drop us a line, we’d love to show you all the ways we can help educate and inform your workforce!
Although it’s been around for awhile, just saying the word “e-learning” brings attention. Companies that use e-learning and do it well are few and far between- many companies subscribe to an internet-based resource provider, and simply tell employees to “have at it.” This technique, while it looks good on the surface, is costing the company money rather than contributing to the bottom line.
Whether you are just starting out when it comes to e-learning or already have something in places, here are six questions you need to ask before moving forward to ensure that your program meets your needs:
– Does the content match the requirements of your training program?
– Does the training reflect realistic business scenarios?
– Is the information broken into small enough modules to allow the learner to learn not just quickly but also thoroughly?
– Is the content accurate and up to date?
– Does the material provide a way for you to track results?
– Does the interactive material provide variety?
For more details on key indicators to pay attention to, download our free whitepaper, “Is Your Company Making These E-Learning Mistakes?
Southern Company, the primary energy company in the southeast, requested a supervisor training that was dynamic and entertaining. Their goal was to capture the attention of their managers and highlight management techniques to help the supervisors become more effective. They also wanted to include the Southern Company philosophy they call “Southern Style,” a set of standards that guides them and includes a dedication to superior performance throughout their business.
This new approach to training supervisors, crafted by Projections, featured these benefits:
– Upbeat, entertaining style engaged new supervisors in an entirely new way.
– Gave positive information to reassure new supervisors regarding their support network
– Effectively used humor to appeal to target audience and help them retain the vital information given
– Reinforced corporate brand and values
With better-trained management, Southern Company was able to strengthen accountability around performance standards and to successfully execute business strategies through highly competent leadership.
To get a full reading of what Projections did for Southern Company, download this case study, “A Supervisors’ Sense of Humor, Southern-Style.”