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What’s new in learning management systems: LMS, blended learning, corporate training, compliance training, and more.
It’s a new day for corporate training and those who manage learning functions. Today, traditional training programs meet the likes of mobile and cloud applications, and offer a new set of great tools and techniques. Blended learning is all the rage, taking the classroom to new places with online technology, social media, and more. And those new places have increased employee interest and engagement in learning that are linked to employee performance, goal setting, and succession planning. The results deliver a direct contribution to business growth.
Ready to take learning to a whole new level? This resource center is loaded with new ideas, best practices, and the latest research to help you create a training program that wows your company.
5 Top Learning Management Trends
For decades, learning in a corporate environment consisted of a day or a week of classroom-based training. However, technological advances delivered on the promise of a more complex learning protocol with automated, virtual, and experiential elements. Recently, a panel of learning professionals convened to discuss five major learning themes including integration, mobility, engagement, compliance, and analytics.
Josh Bersin, analyst and founder of Bersin by Deloitte, claimed that 2014 would be the year of the corporate talent system. “We need to think of all of the elements of talent management as one integrated system: each working together and fitting into a total employee environment,” he said.
The boundaries between performance and learning management are also blurring further. As they place more emphasis on coaching and feedback, companies are developing a continuous learning model. Employees receive some amount of formal training coupled with a significant amount of expert and managerial support and developmental planning and assignments.
Now that the days of employees physically residing and doing their work in one place are in the past, organizations are rapidly investing in programs that promote talent mobility. Using integrated, easy-to-use, cloud-based software and readily accessible mobile technologies, companies are more flexible and in a better position to facilitate rotational assignments, lateral job changes, and open career opportunities.
According to Steve Rayson, managing director for City & Guilds Kineo, increased mobility and evolving technology is necessitating big changes in learning delivery. Formal coursework managed by L&D departments is being replaced by experiential and on-the-job learning that is less structured, more social, and owned by the participants themselves.
Employee engagement has been a hot topic in HR circles for the last several years. Generally speaking, an engaged employee is one who is enthusiastic about her work and takes positive action to support her organization’s goals. Traditionally, organizations have measured employee engagement with an annual survey. But when the number of disengaged employees rose higher than the number of engaged employees, leaders started paying attention to how engagement could be incorporated holistically into organizational culture.
In 2014, employee engagement is an issue that’s addressed year round and penetrates every aspect of the business. Continuous development has proven to be a critical piece. In a recent SilkRoad study of nearly 800 HR professionals, a quarter of respondents felt that best-in-class learning opportunities were one of the best ways to genuinely increase employee engagement.
Another motivator for robust learning initiatives is compliance. Nearly all organizations have to answer to someone or something, whether it’s a federal entity like the FDA or HIPAA, an existing technology or software solution, or an internal HR or legal policy.
A SilkRoad research effort revealed that more than half of organizations are regulated by a governing or outside agency that requires tracking of learning activities, and 60 percent have their learning activities audited at least once a year. Despite this predictability, though, 43 percent of the SilkRoad survey respondents don’t assign mandatory training in advance, waiting instead until it is due. Full automation is still in its infancy, too.
Organizations possess a plethora of data about their employees, but most have yet to analyze this data in a way that tells them what drives performance and what a new hire will need in order to succeed in a given role. Increasingly, though, talent analytics and the effective manipulation of Big Data are helping answer these questions.
To learn more about these 5 trends, take a look at 5 Industry Trends in Learning.
What’s the Best way for Learning Programs to Engage Millennial Workers?
For more hot tools, download the full infographic.
What are the New Learning and Performance System Best Practices?
Linking learning and employee development to performance appraisal processes poses a big challenge to most organizations. An appraisal reveals the employee’s abilities and skills deficit. Training is requested and completed. Performance doesn’t really change or is never calibrated to the new skill level achieved.
What can HR do to fix this disconnect and improve employee engagement?
Talent-driven companies, like Google, try to break tradition to make employee development more effective, such as:
Separate the conversations — even a positive appraisal can get emotional and distract the development conversation. The book shows you three ways to uncouple the appraisal and development discussions, so each can be equally meaningful.
Segment employees — seasoned, steady employees don’t need the same development approach as rapidly rising stars. Learn how to segment employees into four key groups and use the appropriate development approach for each.
Introduce a learning toolkit — managers often don’t know the eight learning techniques available to make formal training more effective. Find out what those techniques are, how to help managers use them, and how to integrate into a learning management system (LMS).
The Messy Link from Appraisal to Learning provides a deeper look at how to turn development into a talent performance advantage.
How to Create a Strong Learning Program for Leadership Development
Leadership development is one of the driving forces behind strong organizational performance. However, when executives look to run their organizations leaner, they view it as a luxury. It’s time to change that perspective and present leadership programs in terms of identifiable business benefits and return-on-investment by using the following process:
Design, deliver, and sustain a periodic ROI evaluation process
Provide executives and stakeholders with the confirmable data they demand in terms they understand
Use your evaluation data to drive improvement in your organization
Effectively value the ROI of a leadership development program using the same standard ratio accountants use for equipment and buildings
This free chapter of Measuring Leadership Development shows you how to take the lead in improving your company’s leadership performance. Join SilkRoad Book Club and download this dozens of other chapters.
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What will HR look like in 2025? Four HR industry experts recently shared their thoughts on the future in an engaging and high-energy panel discussion.
Radical changes in HR, from agile performance to analytics, will make 2016 a defining year in the HR world. Job seekers are gaining more power than recruiters and technology is becoming an ever present asset.
The employer brand determines the quality of the workforce. It drives the level of engagement, motivation and retention, which is strongly linked to higher revenues, profit margins and overall returns on investment. Companies capable of attracting the best talent simply perform better!
Many companies can’t hold on to their Millennial employees.
SilkRoad conducted a survey to find out what HR Professionals thought about Millennials and what programs their organizations had in place for them. One of the most consistent issues HR professionals had was retaining their Millennial employees after they trained them and they developed their skills.
Learning Management Systems (LMS) allow companies to focus on the right component of the learning process – and that is the learning. Administrative activities like registering for training or recording training completion are automated. Required compliance programs can be delivered online, reducing costs. Managers can share training feedback that supports the company’s business goals.
It’s a new day for corporate training and those who manage learning functions. Today, traditional training programs aren’t enough to meet growing demands for better company performance, consistent compliance, changing employee expectations, and cost control.
Companies can take learning to the next level with new tools and approaches that increase employee interest and engagement in learning, and are linked to employee performance, goal setting, and succession planning…all making a direct contribution to business growth.
Are you plugged into the best sources for interviews and hires?
The 2015 Source of Hire report is back and more comprehensive than ever, covering more than 14,000 sources, 12 million applications, 600,000 interviews, and almost 300,000 hires. The job market is back. And so is increased competition for top candidates.
This deep dive personalized demo shows you how SilkRoad Talent Development helps you grow the best talent with integrated performance and learning engagement. Power your people with real-time performance and learning systems that combine traditional functionality with dynamic, social interaction, and a sleek mobile design to keep them engaged and growing. Align goals and objectives with certification and learning programs, and imagine the unique possibilities with real-time recognition and feedback.
We know finding the right suite of HR software products for your unique organization isn’t a piece of cake, but having the right tool in place can have a profound affect on your employees and, ultimately, the success of your company.
For strategically focused HR leaders, this eBook offers a systematic approach to improve visibility into talent assets and risks. It outlines a talent audit process that can help you align your talent assets with business goals, uncover current and future talent gaps/risks, and improve succession planning.
Recognize this yearly ritual? An appraisal reveals the employee’s abilities. Training is requested and completed. Performance doesn’t really change.
In this enlightening research bulletin, Bersin & Associates demonstrates that organizations which are highly effective at integrating performance management along with their learning and development (L&D) were three times more likely to have strong employee results. For additional information around the value of learning and talent management integration, including the rapid development of merging standalone markets download this complimentary bulletin today!
You believe in training. Your CFO believes in cost cutting. How do you reconcile the two? The solution is finding ways to deliver more learning at less cost.
We asked a panel of experts what they were doing to increase talent development and engagement in their organizations.
This panel of experts discuss how to put employee learning front and center, drive strategic talent initiatives with engaging media, while saving time, reducing costs, and reinforcing compliance.
Join panel participants from: