The PeopleFluent Blog

An effective LMS implementation plan requires specific facets, including a well-structured team, strategic execution, and diverse pilot testing.

David Kelly, a key figure behind DevLearn 2018 and a leading voice on the ways technology can be used to enhance organizational training and learning, shares his thoughts with gomo.

Compounded by the competitiveness of recruiting and retaining top talent, business leaders and HR managers face a common source of stress: the overwhelming pressure to keep up with change. Fluctuating trends in talent management processes and shifts in talent goals have typically been disconnected. But what weaves them together is learning, and today, it informs the very definition of the employee experience.

Across industries, work and workplaces are shifting to keep pace with technology innovation and digitization. Experts may debate its pace and progress, but no one disputes that the digital transformation is irreversibly underway. And by its very nature, this constant technical innovation and the accelerated pace of business are putting organizations of all types squarely in the learning business. That is, if they want to succeed, companies must invest in the programs and technologies it takes to manage change, develop skills, grow knowledge, and instill desired attitudes and behaviors.

An exclusive emphasis on traditional learning and development is no longer relevant to 21st-century careers. Employees know they need to constantly update their skills. And organizations are recognizing that a “culture of learning”—one that is dynamic and continuous—is key to attracting and retaining the best talent.

In healthcare settings, where nurse staffing is the backbone of a productive operation, too many organizations today suffer from the lack of an adequate leadership pipeline. In a global survey, DDI found that only about 75% of organizations have a program to identify and develop nurses with high potential to be emerging leaders-often just 10-15% of their workforce. But training a few "high potentials" to become leaders may not satisfy the leadership gap.

Video and micro-learning programs are obviously a big departure from traditional classroom learning, ushering in a new standard of learning solutions required for 21st century leaders. To keep abreast and competitive, employers should embrace these continuous learning advancements including video, social collaboration, and micro-learning.

First impressions make a big difference in first dates and job interviews. Learn more about how to avoid a bad candidate experience.

We’ve talked a lot about the skills gap in healthcare, and how it affects both employees and patients. Identifying and hiring quality employees is a top challenge, and is forcing organizations to concentrate even more on their existing workforces. While healthcare organizations are grappling with how to empower their employees to learn the skills they need, they should take one other learning element into consideration; when used correctly, learning and leadership development can also help healthcare organizations retain their best talent.

Statistically speaking, the more qualifications you require in a candidate, the lower your pool of prospects will be. So, what's a recruiter to do in this situation?