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For the term "Business Development".

ASTD Certification Institute Announces Two New Recognition Programs

To underscore the value of certification to the learning and development profession and to recognize the support from thought leaders in the field, the ASTD Certification Institute (ASTD CI) announces the creation of two new award programs and encourages eligible candidates to apply. ASTD CI oversees the Certified Professional in Learning and Performance (CPLP) credentialing process. The CPLP credential was launched operationally five years ago; there are currently more than 1,000 CPLP credential holders. “We believe it is time to recognize employers and thought leaders for their commitment and support of CPLP certification and their contribution to the profession,” said Jennifer Naughton, senior director of credentialing at ASTD CI. The two recognition programs are: 1. CPLP Fellow Program – this honor recognizes thought leaders for their support of the CPLP credential and the learning and development profession. 2. CPLP Employer Award – this honor recognizes employers and the business community for their support of the CPLP credential. The CPLP Fellow Program will evaluate candidates based on four criteria: authorship; awards and recognition; influential positions held; and career achievement. A CPLP Fellow does not need to hold the CPLP credential. The CPLP Employer Award will evaluate organizations based on seven criteria: recruitment of CPLP holders; support for CPLP certification; 3-fold recognition of CPLP holders in the organization; number of CPLP holders in the organization; and demonstrated CPLP value proposition in the organization. Applications are open until September 1, 2011. The awards will be presented at the ASTD 2012 International Conference & Exposition, to be held in Denver, CO, in May.

ASTD Archive Image of the Day: Kaleidoscopic Thinking, Circa September 1991

This image appeared in the September 1991 issue of Training & Development. The article, which appeared in the Training 101 column, examined creative thinking or “looking where the light isn’t.” Innovation and creativity is a major competency in today’s business environment. How do you create an innovative culture? How do you help your colleagues think creatively? For more information, visit www.astd.org/td.

ASTD Archive Image of the Day: Frontline Training Challenges, Circa 1977

How do you switch to a new technology and train frontline workers who cannot work overtime, leave their desks for training, or stop their day-to-day activities? That is an issue that still lingers in today’s business environment. The challenge that AVCO Financial Services faced in this September 1977 Training and Development Journal article was implementing the changeover to a computerized system without disrupting business. This company used a lot of hands-on training right at the employee’s desk. How do you train your frontline staff without taking away from their day-to-day tasks? For more information about T+D magazine, visit www.astd.org/td.

ASTD Announces 2010 International Conference & Exposition

The American Society for Training & Development (ASTD) will hold its annual International Conference & Exposition May 16-19, 2010. The event, which attracts thousands of workplace learning and development professionals from around the world, will be held in Chicago, IL at McCormick Place. The ASTD 2010 International Conference & Exposition will feature keynote addresses by leaders in the field including: Daniel H. Pink, the author of four provocative, bestselling books on the changing world of work. His latest book, Drive: The Surprising Truth about What Motivates Us, shows that the secret to high performance and satisfaction in today’s world is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world. Dan is a respected business and technology analyst and regularly lectures on economic transformation and the changing world of work. Charlene Li is an influential thought leader and guide on emerging technologies, with a specific focus on social technologies, interactive media, and marketing. She is the co-author of the business best-seller, Groundswell: Winning in a World Transformed by Social Technologies. Named “One of the Most Influential Women in Technology” by Fast Company magazine, Charlene is the founder of Altimeter Group which provides speaking and consulting services to organizations looking to understand and thrive in a new economy driven by social media tools and techniques. Second City Communications is the world’s legendary improv theatre and training school, developing talent such as Alan Arkin, Jim Belushi, Steve Carell, Tina Fey, and Gilda Radner Second City Communications relies on the core competencies of The Second City – engaging audiences and improving performance – to develop training and internal communications programs, ranging from leadership development to sales force effectiveness to ethics and compliance awareness. In addition to these presenters the 2010 International Conference & Exposition will feature more than 300 educational sessions and workshops in five tracks led by experts in workplace learning and development. A world-class EXPO will include hundreds of suppliers who will feature the industry’s latest products and services. For more information about ASTD’s 2010 International Conference & Exposition, please visit www.astdconference.org. Media inquiries should be directed to press@astd.org.

ASTD 2011 International Conference and EXPO to be held May 22-25 in Orlando

The American Society for Training & Development announces its upcoming International Conference & Exposition will be held May 22-25 at the Orange County Convention Center in Orlando, Florida. This is the premier gathering of workplace learning and development professionals and regularly attracts more than 8,000 attendees from more than 70 countries. ASTD 2011 features the program theme “Learning to Lead.” The conference is designed to focus attention on learning as a key strategic driver for business. Attendees will hear from the profession’s thought leaders and gain insights that will help them create learning cultures that spark innovation and cultivate leaders in their own organizations. Keynote speakers for the conference include: In addition, ASTD 2011 will be measurement and evaluation guru Don Kirkpatrick’s last speaking appearance at an ASTD International Conference & Exposition. Kirkpatrick will be recognized at the General Session on May 23. ASTD 2011 will feature more than 270 educational sessions and a world-class EXPO with the latest products and services from top suppliers.

Anne Schwartz of UPS Joins ASTD Board of Directors

The American Society for Training & Development announces that Anne M. Schwartz, SPHR, Vice President of Global Leadership Development for UPS, is joining the Society’s Board of Directors for a three-year term, 2011-2013. In her role, Ms. Schwartz is responsible for global training and leadership development, training strategy and governance, the analysis and development of learning technologies, and talent management for the enterprise. During her 24-year UPS career, Ms. Schwartz has held a variety of positions in Small Package Operations and Human Resources, as well as in non-package sectors of the business, both domestically and abroad, including UPS Supply Chain Solutions, mergers and acquisitions, and corporate strategy. Ms. Schwartz holds the SPHR certification from the Society for Human Resource Management (SHRM) and is a member of the Atlanta Human Resources Leadership Forum, ASTD.

A new leader at the Employment and Training Administration has been nominated.

The Obama administration this past week announced its’ nominee for the very important position of the Assistant Secretary for the Employment and Training Administration (ETA) of the Department of Labor (DOL). This person will oversee the publicly funded workforce system outlined in the workforce investment act (WIA) and other employment and training programs run by DOL. This is a critical time for ETA, as the additional $4 billion in WIA funds in the stimulus package are currently allocated to states, directed to be spent “quickly” to get Americans back to work. An additional $750 million will soon be allocated through a competitive grant process to promote green jobs, and unemployment benefits (UI) are in the midst of major change. Who has the administration selected to lead? The administration has nominated Jane Oates. Oates currently serves as the Executive Director of the New Jersey Commission on Higher Education and Senior Policy Advisor to the Governor. She has been in that role since 2006 and has been working on making partnerships within the education, workforce and the business community. Prior to this position, Oates served for many years on the staff of Senator Edward Kennedy, as a Senior Policy Advisor for education and workforce development. If confirmed, we at ASTD welcome the opportunity to work with her and her team as the country moves forward with national and regional training strategies and initiatives. Although Workforce Innovations was canceled this year, we look forward to assisting ETA when the conference is rescheduled, hopefully next year. ASTD also hopes we can be a resource to Oates and her team, for important information and research on current best practices and information in training and performance.

Aligning Sales Training ROI

Aligning the ROI Institute / Phillip’s ROI Methodology to Sales Training Dr. Jack Phillips of the ROI Institute created a 5 level ROI Analysis program that measures and evaluates the cost and impact of training after the training is delivered. We will spend several posts looking at this ROI Analysis Program to help you understand how your training and development action plans affect Human Performance Improvement and Financial Forecasting. ROI Measurement in Training is the one of the most sought after metrics being demanded by business leadership – to ensure that training meets the business and financial needs of the company. The Jack Phillips ROI Methodology is a comprehensive measurement and evaluation process that collects six types of measures: 1. Reaction and Planned Action 2. Learning and Confidence 3. Application and Impact 4. Return on Investment 5. Intangible Measures This balanced approach to measurement includes a technique to isolate the effects of the program, project or solution. Please note: The ROI Institute will be presenting at the ASTD International Conference and Expo: Sunday, May 16, 2010 at 8:00 a.m. – 9:15 a.m. A Two panel discussions dedicated to measurement and evaluation. Hosted by: Dr. Patti P. Phillips twitter.com/ppphillips

Alert! Your Competition Just Got Your Market Research Data!!

SPANNING BOUNDARIES Warning! Your companies market research data has just been hacked! How did this happen? Some sales guy just “spanned his boundaries!” thus the State of a Free Capitalistic System and that is a GOOD thing!Spanning Boundaries is a Sales Training Drivers World Class Sales Competency. It falls under the category of “business insight” and involves the active collaboration of cross functional teams or work groups. The purpose is to collecting critical information on organizational challenges. Sales training and the need for knowledge management will be invaluable to this process as it relates to team building, prospect data collection, cultural behavior analysis and market trends. Knowledge Management is focused on leveraging different knowledge bases that can provide Sales Trainers up to date resources faster and more efficiently than one leader, group or organization can do by itself. In other words, two or more resources working together towards a common goal is better than one. Wikipedia describes it this way – ” Knowledge management (KM) comprises a range of strategies and practices used in an organization to identify, create, represent, distribute, and enable adoption of insights and experiences.”The incoming information is shared, stored and analyzed by knowledge management so that sales leaders and upper level management can address the business climate and organizational development concerns quickly. Boundary spanning teams and workgroups will continue to collect and bring in the information for problem solving and finding new ways to capitalize on learning and development opportunities. The organizational challenges being examined externally by a cross functional sales and marketing teams could include: business intelligence, global competition, changing marketing demographics, cultural development or technological advances by a competitor. Internal boundary spanning by the team could look at challenges and root weaknesses in executive leadership behavior, succession planning, and an in depth look at interpersonal communication breakdown between senior leaders, departmental directors, and managers. Sales Directors and Sales Trainers will look to give Senior Leaders information on how to solve sales revenue and sustainability problems collectively. This will require the deliberate initiation of highly trained boundary spanning teams.What may be most difficult for Senior Leaders, Talent Management and Marketing / Sales Analysts, is that the re-organizing the traditional vertical organizational charts showing how employees directly report to one another will be changed for open source communication. This is no easy task. It pushes the critical need for knowledge management expertise front and center to measure the success of changing people processes. It will need to ensure the alignment and commitment to a collaborative business strategy. However, it has been found that teams engaged in boundary spanning are more likely to achieve team goals. Just be careful of how you collect and distributeculturally diversity information. Gathering this data and dispersing it into the wrong hands could pose serious organizational concerns. Everyone wants real time business intelligence that is critical to stay competitive.

Africa Online Job Fair 2010 Launched with Focus in Health, Finance, Infrastructure, and Technology

(From PRWEB) — Zebrajobs.com is launching the second Africa Online Job Fair (AOJF) on June 2, 2010, which will run through July 1, 2010. This year’s AOJF is organized under the theme, “Empowering Africa: Health, Finance, Infrastructure, and Technology.” AOJF 2010 is a remarkable online environment connecting companies and organizations working in these sectors to a global talent pool. This year’s AOJF follows the first fair, which launched during the U.S.-Africa Business Summit on September 30, 2009, and continued through December 30, 2009. The fair was organized in collaboration with the Corporate Council on Africa, with IBM as the lead sponsor. AOJF 2009 was a success, with more than 1,300 active job seekers who logged into the online job fair campus on the day of the launch to connect with over 100 representatives from the 18 exhibiting companies. Following the launch, over 9,500 job seekers from around the world registered to access the job fair online campus. With the launch of AOJF 2010, Zebrajobs.com seeks to attract U.S, European, and African corporations doing business in Africa; development organizations; the donor community; multinational organizations; international organizations; local private organizations; and government institutions engaged in the health, finance, infrastructure, and technology sectors. AOJF participants can showcase their companies and organizations through an online job fair exhibition, where they can give presentations, share documents, promote their organizations and employment opportunities in Africa, and interact with potential candidates globally. AOJF 2010 is an efficient and effective way to generate more demand at a better cost per lead while recruiting for open positions in Africa. Read the full release.

Want $3.5 Million? Train a Sales Manager (TU319)

Sure, sales managers are important, but what’s the business case for investing in their development? Or more pointedly, is it worth reallocating your limited training budget away from salespeople and toward their managers? New research by one company shows the answer is yes. A study with the company’s Fortune 500 clients reveals that the average cost of a poor sales manager is a whopping $3.5 million in lost revenue. Per manager. Across even a modestly sized sales force, that adds up to tens of…

The Next Frontier: Unleashing the Learner (TU106)

It’s time to put more energy into developing and unleashing the learning skills and confidence of every individual in your business. Based on the speaker’s newest book, this session proposes that the learner holds the keys to getting significant return on investment from learning. This session is about letting learners in on what we know about the brain, human development, and learning, and how to structure and manage the learning process. Then they can learn wherever they are-and they will be…

T+D Global Evaluation Trends–What’s Happened Since the Recession

Much has changed since the global recession. Budgets are tight, business results are routinely expected, and accountability is everywhere. The learning and development community is responding to these challenges by changing its approach to evaluation. This presentation traces the shifts in measurement and evaluation (M&E) budgets; the roles of finance, accounting, and the CFO; the responsibilities of M&E; the use and impact of ROI evaluation; the proactive approach of learning leaders; and the…

New and Innovative Learning Trends in Healthcare

Catholic Health Initiatives and Slalom Consulting have partnered together to create a lean learning approach to a baseline manager development program called, Exceptional Managers for Exceptional People©. Specific content areas, Coaching, Change Management, Business Acumen, etc., that used to take individuals out of their job for days at a time have been redesigned to provide just in time content, aimed to support the day to day needs of line level managers. This program supports all people…

Leadership Skills for the Future of Work

The world of work is rapidly changing due to technology, globalization, and a new generation of workers. In this changing landscape, the ability to identify and develop capable leaders will be key to business success. However, companies are struggling to see what lies ahead and to help potential leaders develop the skills they will need. In this webcast, we will discuss: – What are soft skills, and which ones are in demand for future leaders? – Where can L&D leaders find corporate learning programs for leadership development? – How do you measure the return on investment of soft skills training?

L&D Best Practices: 5 Approaches to Be More Strategic (SU414)

As senior business leaders focus on shrinking performance gaps and skill shortages to execute on business strategies, they realize the need for learning and development (L&D) functions that think and act more strategically. Leveraging research conducted by Wilson Learning Worldwide that examined what it means for L&D to be more strategic, this session will go beyond the data to identify and understand the top five best practices of organizations that lead the way. These best practices will…

Inspire a More Loyal and Productive Workplace With the Respect Effect

By investigating research from the field of neuroscience and engaging the perspectives of an organizational development practitioner, training can take on a new dimension as we investigate how brain science is helping to shape the work cultures of tomorrow. If an organization adopts the transnational power of respect, there will be improved business culture, productivity, and profitability. In this session, learn how to incorporate an environment of engagement and trust, which ignites the brain…

How to Accelerate Learning Transfer Through Competency-Based Learning

Competency models identify what the organization needs people in a particular role to do in order for the organization to succeed and create competitive advantage. They intrinsically motivate people to achievement. In essence, they provide each person with a road map for how to be great. The responsibility of the talent and learning and development teams is to provide the best chance for learning transfer to occur so that business results follow. If the competency models define the required…

Gaining Leadership Buy-in for E-Learning

From ATD TechKnowledge 2017: Business leaders consider learning and development (L&D), e-learning, m-learning, and LMS initiatives as investments because they call for tangible financial requirements

From Technical Expert to Strategic Leader

This session describes a pragmatic road map for how technical experts evolve into strategic leaders. This progression requires the acquisition of relationship-building skills and business savvy, two broad areas that become increasing more important throughout your career development.

Future Leadership Perspectives From the Next Generation of Thought Leaders

While the goal of HR practitioners has remained unchanged for decades–improving employee performance to drive the business–today’s learners have different expectations for their development than they did a decade ago. It is clear that the options for design and learning for today’s learners are (literally) not our parent’s learning methods. This dynamic panel discussion and Q&A will be moderated the president and managing principal of ebb associates, inc. You will hear from four…

Engaging Employees Across the Generations by Using Social and Informal Learning

Businesses are abuzz about the multiple generations in the workplace. Training and development practitioners are struggling to bridge generational gaps and create more ways for different employees to share ideas and add value. In this interactive session, you will examine ways to capture and share tacit organizational knowledge while helping engage employees across generations and organizational silos using today’s social and informal learning methods. Analyze specific examples to evaluate…

BEST Webcast Series Jiffy Lube University A Success Story

Have you ever considered creating a learning brand for your training program? Ever wondered how to make your learning brand significant within your organization? Ever considered the benefit of external validation to the success of your learning brand? Join Ken Barber, Manager of Learning & Development for Jiffy Lube International on June 20th and learn the Three Steps to building a learning brand, and why it matters. Ken will explain the life cycle of a brand, and provide insight on how external award competition can sharpen your skills, encourage your team, and win support from your business and customers. The session will be non-technical, conversational, and filled with simple, practical ideas you can implement in your program. Ken is a popular speaker at ASTD and other industry conferences and Jiffy Lube University is one of the most highly decorated training programs in America.

ATD Values Vets

Veterans are returning from their stations all over the world in hopes of a new and successful start back at home. We, learning and talent development professionals, can make their hopes and dreams come true. It is up to us to understand what talent veterans offer to the workplace and how we can recruit their skills and develop their talents in an environment where they thrive and that can make a major difference in the programs and businesses we run.

Using SharePoint to Support Training

In a business environment where training professionals are asked to do more with less, leveraging an option like SharePoint can be an effective way to minimize costs while providing the technology to facilitate engaging learning experiences. In this session, we’ll discuss some examples of using SharePoint to support training and development in organizations. Learn how SharePoint can be used for: Join Anne Scott and Mark Britz as they walk you through some practical examples based on business…

Tangible ROI

February:
Bachrach & Associates Inc. (BAI), a professional development firm for financial professionals, recently took a close look at the business results of their advisor clients. Those results revealed statistical confirmation of tangible ROI attributable to the design of its blended learning and reinforcement approach.

Taking the Burn Out of the 360 Degree Hot Seat

Conveying 360-degree feedback is a great opportunity to help leaders build meaningful plans for future development. This podcast is sponsored by Bloomberg Businessweek. Develop Your EDGE with Bloomberg Businessweek. Bloomberg Businessweek EDGE is a robust, fully-developed, weekly training solution focusing on 6 key leadership competencies.  EDGE is a powerful, cost-effective program that combines the global, insightful content of Bloomberg Businessweek with interactive and self-assessment activities to develop the next generation of leaders. Learn more at www.businessweek.com/edge.

Riding Along the Dragon

In China, talent development leaders are learning to make their function a powerful business partner.

People Power Makes the Difference

“Great hotels guests love” is not just a slogan for this global innkeeper. It’s a business strategy that has dedicated and knowledgeable employees at its core. This podcast is sponsored by Pfeiffer, an imprint of John Wiley & Sons, Inc. Pfeiffer serves the professional development and hands-on resource needs of training and human resource practitioners and gives them products to do their jobs better. They deliver proven ideas and solutions from experts in HR development and HR management, and offer effective and customizable tools to improve workplace performance. Lean more at www.pfeiffer.com.

Learning at Your Service

October:
Through virtual training, the Global Service Department of one prominent workforce solutions company responds quickly to meet the needs of the business and delivers measurable results to the bottom line.

This podcast is sponsored by Pfeiffer, an imprint of John Wiley & Sons, Inc. Pfeiffer serves the professional development and hands-on resource needs of training and human resource practitioners and gives them products to do their jobs better. They deliver proven ideas and solutions from experts in HR development and HR management, and offer effective and customizable tools to improve workplace performance. Lean more at www.pfeiffer.com.

Executive Presence Belongs in Every Leadership Program

High-potential initiatives and leadership programs are top priorities in the business world as companies focus on succession planning and the development of future leaders. As companies define skill gaps, executive presence becomes a hot topic and an urgent priority.

Editor’s Note: The Best of the BEST

The 2015 BEST companies epitomize the essence of the BEST Awards: They have created a culture that uses learning as a strategic business tool; supports talent development as a critical need to acquire, retain, and engage employees; and increases productivity to reducing time to efficiency.

Editor’s Note: Defining Integrated Talent Management

Business leaders recognize that their employees are critical to achieving success in this fast-paced knowledge economy. It is now time for you, as training professionals, to prove the value of human capital by measuring the impact of employee development on the success of your organization.

A Community First

November:
The DaVita Village is guided by a learning and development philosophy that truly places its people at the top of the list. DaVita’s chief wisdom officer and senior vice president of operations discusses the hows and whys behind the Village.

This podcast is sponsored by Learn.com, the knowledge platform. Learn.com puts knowledge to work for organizations of all sizes around the globe with its cloud-based learning management platform. Learn.com dramatically improves the way businesses capture and share knowledge, communicate and align their goals and objectives, and evaluate and develop their most precious asset: their people. Learn more at www.learn.com.

2010 State of the Industry

November:
Investment in learning and development remained steady through one of the most challenging business years in more than a decade. The 2010 State of the Industry Report looks at the numbers behind the strategies.

This podcast is sponsored by Learn.com, the knowledge platform. Learn.com puts knowledge to work for organizations of all sizes around the globe with its cloud-based learning management platform. Learn.com dramatically improves the way businesses capture and share knowledge, communicate and align their goals and objectives, and evaluate and develop their most precious asset: their people. Learn more at www.learn.com.

Be a Better Manager

Managers are crucial to the success of organizations because they make executive-level strategies happen. Not intended as a replacement for formal management development, this issue helps readers identify areas for improvement and plan for development and acts as a supplement to formal learning programs offered in organizations. The issue describes a group of competencies that are widely believed to be important for managers, including business management, people management, process management, communication, and personal effectiveness.

Stories Trainers Tell

Make challenging concepts more memorable, even unforgettable! Telling stories is a powerful way to make a point, especially when the stories are compelling, well-constructed, and poignant. This book captures thought-provoking stories contributed by trainers, nationally known speakers, consultants, business leaders, educators, and professional storytellers that help make challenging ideas and abstract concepts stick.The stories are organized around major organizational development and training themes, such as leadership, diversity, teamwork, performance and coaching, and customer service. Accompanying each story are tips, debriefing questions, key points, and a follow-up activity to maximize its impact and learning potential.

How To Start A Training Program

Like having your own in-house training specialist that enables seamless training development. How to Start a Training Program will enable you to jump-start training. Whether your company has a one-person training department, a start-up human resources function, or nothing, you can implement successful, cost-effective training programs that will produce tangible bottom-line results. Learn how to create a business plan, develop standards and policy, and create and adhere to budget.

Effective SMEs

Content expertise isn’t enough for the training room. Partnering with subject matter experts can really pay off. SMEs (we pronounce it smees) bring credibility and relevance to live training. They enrich learning programs with their insight and depth of experience. But content expertise alone isn’t enough to deliver effective training. . . .SMEs want to do well in the classroom, but it’s often unfamiliar terrain. They’re authorities on content, not talent development. Without guidance, they may overshare or find themselves unable to facilitate a productive discussion—all of which frustrate learners. But, with the right approach, you can bring SMEs into the training room successfully, in a way that makes learners, instructors, and managers feel like their goals are being met. Effective SMEs: A Trainer’s Guide for Helping Subject Matter Experts Facilitate Learning is the blueprint to managing SME-led training. Authors Dale Ludwig and Greg Owen-Boger offer first-rate advice gleaned from decades helping presenters, instructional designers, and SMEs become better communicators. Underlying all their tips is their belief that SMEs and instructional designers must get comfortable with each other’s role. The authors lay the groundwork for you, describing the fundamental principles of a successful training event and the personal approach they contend every SME and ID bring to the training table. You’ll discover how to design learning events with the needs of SMEs in mind. And you’ll try out best practices for coaching SMEs to deliver training efficiently and effectively. The authors also share detailed and relatable workplace scenarios drawn from their vast business experience as well as job aids to assist you in a variety of learning situations. Effective SMEs is the rare book that addresses both designing for SMEs to deliver training and coaching them to be effective once they’re in the training room. Don’t plan your next live training event without it.

Building A Successful Consulting Practice (In Action Series)

Consulting is one of the fastest growing occupational groups in business today. For many talented individuals around the world, starting a consulting practice offers great opportunity for income growth and job satisfaction. Yet, consulting does have its unique set of challenges including lack of professional respect from potential clients and a high business failure rate. This book, Building a Successful Consulting Practice, will be helpful to anyone starting down this exciting and challenging road. It presents 12 case studies that analyze the success of consulting organizations. This book focuses particularly on small consulting practices, and specifically on those consulting practices closely related to the field of human resource development. You will find value in this book no matter where you are in the process of starting or running a consulting practice. No matter how you plan to use this book, the impressive group of contributors represented in this collection of case studies will be invaluable as you work to achieve your own level of success in the consulting business.

Building High Performance

Transition from training to performance consulting with this collection of useful articles. Moving away from traditional training and development, today’s training professionals increasingly focus on linking learning with productivity and business performance. Building High Performance offers short articles, tools, techniques, and exercises to help you facilitate this evolution. Action- and activity-oriented exercises are included for background, self-study, and training development.

Relationship Marketing – Leveraging on Supplier Relationships

The need for keeping the cost low and make the business viable has thrown open several options for the companies as far as the product development and production goes. Lets understand the importance of relationship with the suppliers.

The Dynamics of Small Entrepreneurs and Their Importance in Developing Countries

This article makes the case for small entrepreneurs to be given importance in the same manner in which the Tech Startups and the Unicorns are catching the fancy of everyone. At the same time, this article does not make the case for a return to welfare subsidies wherein small businesses are allowed to live off the state. Instead, the key theme in this article is about focusing on both the macro and the micro enablers so that both Unicorns and Small Entrepreneurs contribute to the economic development.

PESTLE Analysis of Samsung

This article analyses the external environment in which Samsung operates globally. The analysis is based on the current developments in the market niches in which Samsung operates and is grounded in the specific drivers of its strategy as far as the external pressures on its business are concerned. The key theme in this article is that Samsung has to understand that though being the first to reach the market is indeed a good strategy, the underlying fundamentals of doing its basics right is still important.

Defining Marketing for the 21st Century

Marketing is art of developing, advertising and distributing goods and services to consumer as well as business. The 21st century has seen the advent of the new economy, thanks to the technology innovation and development.

Corporates and Charity: Two Sides of the Debate

This article examines the two sides of the debate over whether the new trend of the mega rich giving away their fortunes to charity is a welcome and noble development of whether it is business as usual. Further, the article has the central theme of how the business of saving the world should not become a business in the strict sense of the word and that charity often begins at home.

An Exemplary Online Instructor Who Inspires Students is Available to Teach | Dr. Bruce A. Johnson

Dr. J’s Mission: Teach, Write, and Inspire Others as an academic educator, leader, author, writer, and mentor. Academic Leader: Chief Academic Officer, Dean, Dissertation Mentor Faculty Development: Trained, mentored, and evaluated faculty. Educator: 11+ years online teaching experience, with additional experience in traditional, on-ground college classes. Advanced Education: Ph.D. Postsecondary and Adult Education, Masters of Business Administration, MBA.

Leadership and Emotional Intelligence | Coursera

Leadership and Emotional Intelligence from Indian School of Business. The digital age is dramatically reshaping the rules for organizational success. The new context demands renewal of your capabilities and development of different mindsets. In …

Database Management Essentials | Coursera

Database Management Essentials from University of Colorado System. Database Management Essentials provides the foundation you need for a career in database development, data warehousing, or business intelligence, as well as for the entire Data …

Creativity And Entrepreneurship | Coursera

Creativity And Entrepreneurship from Berklee College of Music. Creativity & Entrepreneurship will help you tap into your inner creativity and learn how to leverage it for career development or business innovation. Presented by Berklee Institute …

The Power of Systems | 360Training Enterprise

Developing a business system creates a smooth and efficient daily operation. Know the ins and outs of Business Systems Development with this article.

Big Data – Your LMS’ Secret Weapon?

How does data affect our ability to deliver success in learning and development, learner engagement and ultimately, business performance, and what part can the LMS play?

Top 3 Reasons Leadership Training Fails

86% of HR and business leaders say leadership development remains a top issue. Why does leadership training fail? Why are you investing in leadership training?

SunGard K-12 – Financial and human resources software for school

About SunGard K-12 Education SunGard® K-12 offers software solutions and professional services designed to help K-12 schools and school districts support student achievement and operational efficiency. PLUS 360 is a single integrated suite of software solutions for the management of student information, assessment and curriculum, special education, and financial and human resources. K-12 Financial & Human Resources Management A Solution for Every District Finance and human resources management needs vary from district to district. A quick analysis of your needs will identify which SunGard K-12 solution best fits your requirements. Our eFinancePLUS™ and BusinessPLUS™ school software are comprehensive finance and...

World Wide Workshop – Edtech Companies Recognized Around the World

The Workshop works with forward thinking leaders, corporations, school systems, universities, foundations and research centers worldwide as providers of vision, strategy and innovation to enrich existing formal and non-formal education with the latest technology and innovative learning opportunities. 1. Workshop Mission World Wide Workshop develops applications for learning with technology that combine game mechanics and social networking to empower youth to be inventors and leaders in the global knowledge economy. Their programs transform education by connecting youth to learning, community engagement and economic development through game production. The Workshop is proud to respond to President Obama’s call to action: Educate...

Epicor HCM – Human capital management solution for school

Epicor HCM – HR Management Software Today’s economy demands a more proactive, strategic role for the HR department. As competition for critical resources intensifies, managers, employees and candidates are demanding more from HR and human resource information systems (HRIS), moving beyond self-service to secure  direct access to relevant information and processes whether in the office or on the road. Epicor® Human Capital Management (HCM) provides these capabilities and more, helping you to manage your globally dispersed workforce, improve human resource processes, and enhance employee satisfaction for greater efficiency and cost savings across the enterprise. Comprehensive HR Management Software Epicor HCM automates your HR processes, enabling...

Doculicious – Easily create embeddable web forms that generate PDF documents

Doculicious – Easily create embeddable web forms that generate PDF documents Digital Carpenter Pty Ltd was founded by Chris Carpenter and Yun Song, a husband and wife team who reside and work in Sydney, Australia. Previously run as a small business mainly doing consulting and development work, they incorporated in November 2008 to coincide with the launch of Doculicious.com. Doculicious is the culmination of over 12 months design and development of an application whose goal was to allow people to create formatted, graphical documents in their browser – and make them as easy to use as filling in a web...

Saba Learning – Intelligent Learning Management

  Saba Learning – Intelligent Learning Management. To develop and implement a learning strategy that drives better business results, you need the right LMS. Built on a global cloud platform with intelligence and collaboration at its core, Saba’s learning software sets the standard for Learning Management Systems. Having simplified the user experience for learners, managers and administrators, companies of all sizes are using the Saba LMS to easily create and manage a variety of successful learning programs including compliance, onboarding, continuing education, sales enablement, channel and partner training, customer education, leadership development, skills development, and much more. With a Learning...

Overview of Role of Chief Learning Officer

Chief Learning Officers are often found at larger organizations where the human resources department is broken out into various specialties. CLOs, who are sometimes called chief knowledge officers, usually report either to the top talent officer or the chief executive officer (CEO). A CLO’s responsibilities may include on boarding, training courses and materials, employee development initiatives, executive coaching, knowledge management and succession planning. CLOs may also supervise the selection and implementation of learning technology, such as learning management systems (LMS). CLO Job Responsibilities: Develops an organization’s educational process Promotes knowledge management Institutes effective training strategies Directs large scale change management...