Posts From: Industry News

A new study from DDI describes a “labor lethargy” taking place, with a majority of workers just punching the clock while they wait for an opportunity to seek greener pastures. In challenging times like these, training can be a business solution as well as a business tool, helping to create a culture of growth that will arm the organization for success now and in the future.

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Everyone knows that virtually every company, no matter of their size and industry vertical, in some way and at some time, must spend money to train themselves, their employees, their customers, or their suppliers. All large corporations and government offices provides some form of training for their constituents. Even the small independent consulting companies periodically provide or take training to keep their credentials current and to stay up to date on industry trends and innovations.

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If training is such an important investment in a company's future, then why do companies spend less when things are bad? Shouldn't we invest more in our people to help them be more efficient, or to prepare them for when the business returns? Or is management making the right decision?

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Would you agree that one of the fundamental reasons companies train employees is to improve their performance? is it the employee's fault when they don't perform? Learn how to use the 3 laws of accountability to test whether an employee should be held accountable for their performance. Or if management is responsible.

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Credentials to be Santa? Gray hair and beard; poor vision (must own gold wire frame spectacles); overweight (greater than 200 pounds); jolly personality…and oh yes, must have completed certification training.

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It is no secret that the last two years have been brutal on many training companies - not to mention corporate training organizations. By our estimates at TrainingIndustry.com, overall spend by U.S. companies for training activities is down by as much as 25% from 2008. Of course some verticals are hurt more than others, (e.g. automotives and finance) while others have churned through the recession and held their own (e.g. healthcare). This change has created the Rubber Band Effect for the training industry.

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At this week’s Adobe Learning Summit, the general consensus was that e-learning is continuing to grow as a solution for global (and local) training, and that we’re in the midst of revolutionary changes. But if that all sounds overwhelming, conference speakers also advised people to start small. Just as a journey of a thousand miles begins with a single step, a revolution in workforce training begins with a will and a way.

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As a company, Public Storage knows all about keeping things safe and available on-demand. When it comes to corporate learning, those same principles apply: Associates need immediate, just-in-time access to information and education. As vice president for learning and development, Oscar Herrin is the custodian of opportunity for Public Storage, housing the information and creating a customer-focused environment.

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Why is it many professions require a certification exam prior to being licensed to perform their trade? Maybe because the liability associated with poor performance is too costly and someone must be held accountable. No doubt our government officials want to make sure we are protected from unskilled people performing services that could have physically harmful affects if they are not done correctly? Of course certifications don’t prevent people from being unscrupulous or dishonest, but it does ensure they know what they are doing.

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Whenever learning leaders gather, you can count on an exchange of information and ideas. At the recent CLO and Talent Management Forum, hundreds of people executives from some of the world’s leading organizations gathered to share their experiences and expertise. Whether your focus is on technology or talent, design or delivery, there’s a lesson to be learned from the annals of this event.

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