We never seem to have enough time. We spend hours reading books or taking classes on time management, only to return to our desks and become slaves to our email, endless meetings and unscheduled coworker drop-ins. As the economy tanked in 2008, layoffs forced employees to do twice the amount of work in the same amount of time. And even though the economy has improved significantly, we are still managing unhealthy workloads.
So, it’s no surprise that we’re always trying to find ways to save time in our day. That’s healthy. It’s necessary. What is unhealthy is where we try to save that time.Read More
There’s an old saying that “When the only tool in your toolbox is a hammer, you treat everything as a nail.”
A similar phenomenon is happening in corporate training. Heavy investment in HR technology for employee development including eLearning, Learning Management Systems (LMS) and the accessibility of MOOCs (Massive Open Online Courses) has changed the way we think about educating employees. Those changes, however, may not be in the best interest of the employee or the long-term health of the company.
After spending tens (if not hundreds) of thousands of dollars on implementing a LMS and customizing courses, naturally, there is an expectation that managers should use that technology wherever possible. To be fair, eLearning can be a wonderful way to distribute basic just-in-time education to a large volume of employees who are geographically dispersed. It’s perceived as inexpensive (only because the significant cost of a LMS has already been paid upfront), doesn’t require travel or the cost of a trainer, and can be squeezed in between other work activities. But learning technology has its place, and it shouldn’t be the answer to every employee development need.
Our new blog is just about ready to go live. Please come back to this space for insightful tips, discussions and insights into leadership development from noted blogger, Breanne Potter-Harris.
Executive Forum is pleased to announce we have been awarded Preferred Provider status by the Society for Human Resource Management (SHRM) for 2015-2017. SHRM members who want to receive Professional Development Credits (PDCs) for our open enrollment programs should let us know when registering.
A continued commitment to lifelong learning is a critical component of the SHRM Certified Professional (SHRM-CP SM) and SHRM Senior Certified Professional (SHRM-SCPSM). Recertification is a way for certified HR professionals to demonstrate that they are staying current, advancing their HR Competencies and developing their skills in HR Knowledge.Read More
Knowledge transfer means moving the right skills, aptitudes and information at the right time – for bringing new hires on board, for easing mid-career transitions and for effectively managing the succession process as individuals near retirement. This one-day ‘how-to’ program is designed to give your internal experts an ultra clear, practical framework to share what they know.
Executive Forum’s Open Enrollment offerings are preapproved for recertification credit by the HR Certification Institute. Each of these programs receives HRCI credits: Step Up™, Leadership Lab™, Advanced Leadership, Power of Influence, Knowledge Transfer Workshop and Financial Foundations.