Invest in learning, not recruiting.
Yet another reason to initiate a culture of workplace learning: recruiting costs will be lowered, perhaps dramatically.
How Learning Initiatives Lower Recruiting Costs
learning , training , employees , recruiting , organization
Why you should want to work for us, and not them.
According to Harvard Business Review, the term employer brand has been around since the mid-1990s. Employer brand denotes an organization's reputation as an employer, as opposed to its more general corporate brand reputation.
Learning programs only succeed when everyone buys in. Naysayers -- perhaps a senior finance person or an employee with a bad attitude -- can stymie such programs and need to be dealt with -- the sooner the better.
Getting employees to embrace training can be as fun as herding cats.
Adult learners often ask, 'Why do I have to do this?' or more likely, 'What's in it for me?'
As the L&D function is currently being redesigned and redeveloped -- especially as there may soon be a Chief Experience Officer, as referenced in a previous blogpost -- learning leaders are looking for more ways to engage their internal customers.
For learning and development executives, training needs to be tied directly to business outcomes. It is safe to say that the future of the learning function lies not in pushing stale 'interactive' tutorials that simply require a box to be checked once they are completed.