Tribal Habits has been a remote working organisation since inception. So we have a lot of experience in how to work from home. In this article, we summarise some of our key lessons to help you work from home both effectively and safely into a ‘how to work from home checklist’.
Employee training is evolving with newer technology assisting with a more dynamic approach to training and knowledge sharing. In particular, the use of artificial intelligence, machine learning and software platforms driven by big data algorithms is opening up entirely new ways to scale employee training.
Compliance training shouldn’t feel like a yearly ritual where everyone clicks “next”, downloads a certificate, and quietly returns to business as usual. Yet in a lot of organisations—especially those with lean HR/compliance teams, high turnover, contractors and casuals, and busy managers—that’s exactly what happens. The risk isn’t that people “didn’t
Many training courses provide participants with, or ask participants to set, learning outcomes (‘In this module, you will learn…’). However, the goal of training involving behavioural change is not merely to learn. It is to change. The context of what you will learn is good – the context of how you are expected to change is better. Giving context to expected change helps learners self-direct their pathway to that change.
Participants are naturally attracted to learning they find inherently relevant. Relevancy trumps almost everything else in the mind of an adult. Yet the economics of many training solutions often do not allow for relevance because relevance requires customisation. We examine what relevance is and how it can boost the transfer of knowledge.
The problem for most staff when approach training, is that – frankly – they are not good learners. Staff ruin training all the time.
In any modern organisation, managers play the most important role in training. Yet managers ruin training. All the time.
If you want to source training content from internal knowledge, there are a variety of ways to readily achieve this. Like many solutions, there are both simple and powerful alternatives. The training content and objectives will determine whether you need a quick fix or a dedicated solution. In part 2 of this series, we examine additional ways to capture knowledge including social media, presentations, knowledge sharing platforms and eLearning.
If you want to source training content from internal knowledge, there are a variety of ways to readily achieve this. Like many solutions, there are both simple and powerful alternatives. The training content and objectives will determine whether you need a quick fix or a dedicated solution. In part 1 (of 2), let’s consider a range of options to easily capture knowledge for training content.
Studies have long revealed that successful businesses – those with more profit, higher staff engagement, and long-term growth – are often leaders in managing training. They take staff training seriously and ensure managing training forms a part of their strategic planning. Yet many HR and training staff in a professional services firm can face multiple hurdles to implementing training plans. There is great intention to deal with training, but the hurdles to getting started just seem too high to overcome. Here’s five strategies to help overcome those starting hurdles.