The more organisations focus on the learning and development (L&D) of their employees, the more they stand to benefit in the long run.
As per the laws of human life, people enter the workforce once they complete their education. As a result, it is only natural for them to think that their education is over but they are mistaken; their real education, in fact, is just starting. Theoretical knowledge just helps to get one started. Real-life ground experience is what true learning is. Organisations, in addition to being productive places of work, are the real-life B-Schools.
The more organisations focus on the learning and development (L&D) of their employees, the more they stand to benefit in the long run. It's an investment that would pay off when the workers know they craft better than anyone and contribute their honed talents to better the bottom lines. Plus, if you're worried about your employee retention, rest assured once you put an effective learning roadmap in place the retention rate is going to improve drastically. Employees know that they add immense value to the output of their organisation; it is only fair that the workplace contributes towards their learning and development.
In light of this, L&D as a whole has grown over the last two or three years. While this is a good head start, organisations still have a long way to go in terms of L&D. Currently, the major challenge facing L&D service providers comes in the form of business metrics. Organisations need to see return on investments and hence they are constantly asking to show impact of L&D programs and how it changes the business outcomes.
Until now, science had not been able to isolate the specific physical cues that could lead to distrust. But thanks to Dr. David DeSteno, a professor of psychology at Northeastern University, we now know what gestures can undermine the perception of our trustworthiness.
SHRM’s recent certification announcement raises a relatively simple question but a more complex answer: What is the role of certification (vs. competence) in the development of a field?
Many, if not most, professions have some type of certification protocol. Attorneys pass a bar exam; psychologists are licensed after passing a standardized exam; “certified” public accountants (CPAs) pass a knowledge exam, etc. In all these cases, these licensing exams determine the extent to which an individual knows the basic knowledge in the profession.
Certification focuses on knowing the basics and the knowledge and earning the legitimacy to practice. However, certification does not mean competence.
Being the new person at a job is like being the new kid at school.
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In terms of networking, though, all three personality types - introverts, extroverts and shy, face situations whereby there is an opportunity to network and benefit professionally and personally.
Whether you hate networking or love it, these few key tactics can help you make important connections.
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