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Global human capital trends 2014
Deloitte University Press
As we begin 2014, global organizations have left the recession in the rear-view mirror and are positioning themselves aggressively for growth. Sluggishness has given way to expansion. Retrenchment has been replaced by investment. The need for caution has been superseded by the need to take action. Yet as the economic recovery takes hold, businesses realize that the workforce today has changed. Skills are scarce, workers have high expectations, and Millennials are now in charge. Enter the 21st-century workforce.
Never too old to learn: Bill would expand adult education in CO
Public News Service
A bill now before a state legislative committee would allocate $1.2 million in state funding to support adult education programs, and also require that those programs link people with workforce training. More than 300,000 Coloradans lack a high school diploma or GED, and current funding for adult education serves only about 4 percent of the state's eligible population.
Congratulations to our IACET Authorized Providers
The following organizations were accredited in February 2014.
|Advanced Solutions, Inc.
|Florida Association for Child Care Management
||Fort Lauderdale, FL
|Gotham Writers' Workshop, Inc.
||New York, NY
|Leidos Biomedical Research, Inc.
|National Fire Protection Association
|Society for Clinical Data Management
|The Center for Discovery
|The Joint Commission Enterprise
||Oakbrook Terrace, IL
|Upper Mohawk, Inc.
The pajama effect: Skills for succeeding in the virtual workplace
The following resources are available:
Talent transformation: Why it's important to keep developing your team
Every organization has its "Campers" — uninspired workers who hunker down and do only what they have to, waiting for the weekend to come, and eventually, retirement. They meet the minimum requirements of their positions, but you rarely get much more out of them. They've either reached their career goals or given up on their dreams, accepting what they've achieved as the best they can do. They'll stay where they sit, thanks very much.
Do you challenge training tradition?
Kirkpatrick Partners (commentary)
Jim Kirkpatrick, a contributor for Kirkpatrick Partners, writes: "At the 2014 Learning Technologies conference in London, I had dinner with Brian Solis, a wellknown digital analyst and keynote speaker. Brian is the principal at Altimeter Group, a research and advisory firm, and author of the bestselling books The End of Business as Usual, Engage! and What's the Future of Business?"
IACET's Authorized Provider (AP) Workshop in Washington, DC
If your Authorized Provider application is due soon, don't miss out on this upcoming chance to have an expert answer all your questions about completing the AP application by an expert, assemble and validate your application submission evidence, learn the foundational concepts of the ANSI/IACET 1-2013 Standard and how to apply them to your company's continuing education and training operations, and more.
Missed last week's issue? See which articles your colleagues read most.
Is your professional development stuck in a polar vortex?
IT World Canada
Is your professional development stuck? Then it's time to turn up the heat. Now's the time to focus down hard and add to your professional arsenal. The great news is today there are so many options and many are low cost, even free. No longer does the shadow of "you get what for you pay for" hold true in on-line learning. With MOOCs (massive open online courses) a growing array of knowledge has become available for you to access. The quality of on-line learning increases constantly. Many readers may recall large secondary education classes with poor professors or worse recorded presentations. Online learning today bests many of the old traditional styles.
Professional development: Follow the leader
Today's Facility Manager
Lasting leaders, those who can weather economic downturns and even seismic market shifts, are the ones who know how to assemble a diverse team and bring out their very best. If facility management professionals are not building relationships that will last with their associates, even financial success will be short-lived. Leadership isn't just something you do; it's someone you become. But that requires a personal transformation, not just a personal agenda. "Roger" hadn't learned that lesson. During an interview for a new leadership position, the hiring manager asked Roger why he switched jobs — and sometimes companies — every three to five years. Roger blamed the employees who stopped growing and doubted ownership's commitment to the goal they asked him to reach.
Training Industry Magazine Spring 2014 — Now online
This issue focuses on best practices for using gaming and social tools in the corporate training marketplace. Explore all of the new feature articles online now!
What's now and what's next in e-learning?
Elearning! Magazine is hosting the 7th Annual E-learning Annual Benchmark Study. We invite you to share your views and opinions on e-learning practices. Take a few minutes to participate, and you will receive a complimentary copy of the study and a chance to win an iPad Air.
Take the survey.
When knowledge left the building
Having a succession plan for talent is one thing. Having a succession plan for the information workers possess is another. And if you haven't planned for the latter, you've got another think coming. What happens to an organization when its best, brightest, most experienced and knowledgeable employees walk out the door? What do they take with them, and what do employers lose? Part of it is the organization's institutional knowledge or history. Keep in mind that not all employee turnover is "bad" turnover, but regardless if the move's good or bad for the organization, employees who leave take a substantial amount of work, business and operational knowledge with them that's difficult to replace or duplicate if internal systems to retain or document this knowledge are nonexistent.
Insight: Classroom training is back
294 learning and development professionals were asked about how they deliver training and their plans for the future. 93 percent now use classroom training (up from 82 percent in 2012); 82 percent are using elearning (79 percent in 2012); 20 percent use mobile learning (12 percent in 2012) and 52 percent are using webinars (27 percent in 2012). The key focus areas for learning are the same as last year, with soft skills development holding off leadership and management training to remain L&D's top priority. In a sign of increased recruitment, induction training has risen up the agenda to become the third highest priority, ahead of customer service training, professional skills training, health & safety training and compliance training.
Getting hired: Improving job skills could be the ticket
The rapid expansion of oil and gas exploration has left many local employers with workforce challenges. In fact, about half have reported difficulty filling openings in the last year. What many candidates might not know is their skills may have just as much value as a degree. About half of all openings today and during the next five years are expected to be in mid-level jobs — i.e., those that require some education beyond high school, but not necessarily a bachelor's degree. Students can acquire the skills required to fill these jobs by completing certificate programs and/or two-year associate degrees.
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