First Posted: October 22, 2018 “Formal education is a walk through the zoo, informal learning is a walk through the savannah” - Dr Stephen W Hart, The Workplace Change Project Corporate learning? It's all about driving change and boosting employee performance. But in today's digital age, where social media and mobile devices rule, the way we teach and learn is constantly changing. Companies have to make sure whether they go formal or informal, their training nails it. Let's n

On the way to work, you listen to a podcast from your CEO. At the production facility, you open up a video on the company’s tablet to watch an assembly process. In the office lounge, you scan a QR code to read about the latest developments in your industry. The world is a busy place and our time continues to become more scarce. This is especially true for working professionals who are often inundated with mounds of information and data that require fixes.  Learning has tradit

Learning doesn't end just because formal education did  As we don our corporate outfit and polished shoes for work, we are preparing ourselves to learn all over again. It seems that the knowledge and skills we have gathered from our days of formal education are insufficient for us to remain relevant in the real world.  Learning is not exclusively for new hires. An employee may have to undergo training and development in circumstances where he/she is required to fill the gaps

In today’s rapidly evolving business landscape, organisations must continuously adapt to stay competitive. A learning organisation fosters an environment where continuous improvement, knowledge sharing, and adaptability are ingrained in its culture. Drawing from extensive research and industry expertise, here are the five key features that define a successful learning organisation. 1. Continuous Learning Culture A cornerstone of any learning organisation is a culture that pr

According to a research by CompTIA, 58% of employees said that professional development contributes to job satisfaction and this percentage grew even higher for Generation X and Millennials employees. In a world that is ever-changing, on-going learning is no longer optional but a necessity.   As a manager, how can you get your employees to love training? Here are 7 ways to get started: 1.Choose the right format Most of us, at some point of time, have been to workshops or trai

Learning is an important aspect of any training programme. However, equally important is encouraging your employees to use what they have learnt and apply to their jobs.  A 24X7 Learning survey revealed that only 12% of learners say they apply the skills from the training they receive to their job. For transfer of learning to happen, there is a need to have a supportive climate for transfer, managerial support, opportunity to apply new knowledge, peer support and technologica

First Posted: September 4, 2017  Employee development is critical for both the employee and organisation’s growth. Creating an individual learning plan will boost your job performance using a structured approach. Here are the 5 steps to developing an individual learning plan.    1. Develop learning goals An individual learning plan may achieve one or several learning goals. Examples of such goals may be to develop or enhance capabilities in the current role or to plan for car

Employee development was traditionally thought of to be merely a job function of the human resources department. The role of training and development has broadened beyond the design of training programmes for employees. Businesses today compete in the global marketplace and there is increased diversity in the workforce. Companies need employees who are motivated and productive and has the ability to learn new skills to cope with changing consumer demands and business needs. R