Exploring How to Train Employees in a Flexible Workplace

A flexible workplace is one of the most talked about things in talent management and the corporate world right now.

Flexibility in the workplace is something the majority of Millennial employees don’t just prefer, but in many ways are demanding. Continue reading

Contingency Plans: Working During Platform Outages

Yesterday, Google Drive, Docs, Sheets and Slides took an early weekend. For thousands of workers around the world, the platform’s outage—which at least for some workers conveniently fell on Friday afternoon—meant an early weekend for them too. While many workers may have welcomed the early weekend, for businesses, the three-hour outage came at a high cost, grounding work to a halt in some workplaces and in others simply slowing it down. While Google Docs is now up and running again, the question remains—when a much relied upon external platform goes down, is your organization prepared to keep working, and if so, how? More importantly, what if the platform that goes down is your own platform? Continue reading

How a Learning Management System Can Support a Merger

Mergers, large and small, are part of contemporary business. Indeed, every year, the corporate landscape shifts as existing companies merge, usually with the intent of taking over a growing portion of the national or global market. However, as history has shown, while some mergers are highly successful (e.g., Disney and Pixar), others prove disastrous (e.g., Chrysler and Daimler Benz). Why do some mergers succeed and others fail? In reality, most mergers fail for reasons that are avoidable. Today’s post examines the role planning, training and assessment play in mergers and more specifically, how learning management systems can help support successful mergers.

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How to Implement an LMS, Part 1: Laying the Groundwork

The Learning Management System (LMS) market has become huge in recent years. It’s a $2.6 billion market that grew by more than 20% in 2014 (source). In spite of this fact, it’s surprising that many companies (mostly on the smaller side) still haven’t taken the plunge to implement their first LMS. But even for those who have (and larger corporations are now in their third or fourth generation of LMS), many of them are entering a replacement cycle. After all, the average age of an LMS at any given company that has one is 4-7 years old, and as of 2014, 61% of companies were planning to replace their LMS within 18 months (source). Whether a company is preparing to implement its very first LMS, or replace its existing platform, this series of articles will provide insights into how to make that process as smooth as possible. Get a free consultation on how to implement a learning management system. Continue reading

How to Be Part of the Diversity Solution: Part 3

In the first part of this three-part article, we examined the “tech diversity” problem, highlighting the technology sector’s startlingly lack of diversity and its especially abysmal track record of recruiting and hiring Black and Latino workers.Part two of this series examined some of the solutions currently being explored in the technology sector and the education system. Beyond concluding that we are a long way from achieving tech diversity, these posts emphasized that no single solution will make the technology sector more diverse. Indeed, as explored in the second part of this series, tech diversity can only be addressed by taking a multi-tiered approach. While educational interventions and experiments in non-biased hiring (e.g., using algorithms not people to recruit new employees) may be part of the solution, they are by no means the sole answer. In our final post, we explore why on the job training and onboarding strategies still matter and may prove to be the most important factors in solving the tech diversity challenge. Continue reading

Exploring the Gig Economy and How It Impacts Employee Training

Amazon recently made what many view as an exciting announcement. The mega e-Commerce retailer is delving into what’s being dubbed the gig economy with a new delivery option. Amazon unveiled its program in Seattle, where independent contractors are becoming on-demand delivery people. Continue reading

How to Be Part of the Diversity Solution: Part 2

In the first part of this two-part article, we examined the “tech diversity” problem, highlighting the technology sector’s startlingly lack of diversity and its especially abysmal track record of recruiting and hiring Black and Latino workers. In this post, we examine some of the steps industry leaders have already taken to diversify a predominantly white and male workforce. Specifically, we explore how the industry is attempting to fix the diversity problem at three different but critical stages: the stage that happens years before candidates ever meet recruiters (or don’t get an opportunity to meet recruiters); the recruitment stage (e.g., on campus recruitment efforts); and the hiring stage. Continue reading