In any company, there are certain activities that are core to the mission and purpose of the organization. There also are noncore or ancillary activities that are, essentially, in place to facilitate the smooth and efficient completion of the core functions.
Category: Company Culture
This topic pertains to articles about the relationship between company culture and training are explored. For example, a good safety culture at a company might make training more effective while a poor safety culture can serve to undermine training efforts.
We’ve written multiple times about how employers can help entice workers to join or stay with their organizations for relatively little cost through perks like flexible work schedules and work-from-home opportunities. Many employers are increasingly moving in this direction.
In this new era of self-service learning, learning as a service (LaaS), and very low unemployment rates, whether it’s easy to accept or not, experts are indicating that leaders must consider cultivating talent outside of their own organizations to continue to prosper in the next decade or so.
Executives and working professionals outside of the learning and development (L&D) industry may not always fully understand the importance and impact of L&D, and it’s not unusual for L&D professionals to hear excuses about why these programs aren’t necessary or can’t be executed, especially from executive leadership teams.
Smart learning environments are set to become the future of modern-day workplaces—and sooner than you think. These environments will become even more important to explore as you prepare your employees for the fourth industrial revolution.
Yesterday’s post outlined the benefits of having a people-centric workplace, and today’s post will outline some action items and best practices for how you can build and endorse this type of environment.
Many organizations strive for success by centering their strategies and operations on their customers first, but some experts and research claim that such an approach won’t allow an organization to reach its full potential, especially if its company culture doesn’t focus on its employees and people first.
In several previous posts, we discussed the concept of embracing failure. Failure is a normal part of life and shouldn’t necessarily be treated as an existential catastrophe, but it’s important to learn from it to avoid making the same mistakes.
Modern-day employees claim they want a better work/life balance and more flexible work schedules; one such flexible schedule is a 4-day workweek, during which employees work 35 to 40 hours in 4 days instead of the traditional 5.
Yesterday’s post elaborated on why your organization should foster a more transparent company culture, and today’s post will elaborate on what you can do to actually implement this type of culture.