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Posts from the ‘Training and Organizational Development’ Category

5 Key Tactics for Managing Learning and Development as a Business

by Missy Kline

For years, University of Michigan’s learning and development function was floundering. Low staff morale, low program participation, continuing budget cuts and growing budget deficits made for some tough times for the organization. In 2012, UMich’s HR development team faced a decision – reduce professional development programming even further or rebuild the function entirely. In choosing to rebuild, the team employed five key tactics to operationalize its newly-created business strategy.

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Where Do Your HR Competencies Lie?

by Missy Kline

Framework_10.5x8The one-size-fits-all approach to training and development is quickly going the way of the dinosaur, and moving to the forefront is competency-based learning, where learning is less about the time spent in a classroom, and more about mastering specific skills through personalized learning experiences.

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Does Your Total Rewards Strategy Need a Tune-Up?

by CUPA-HR

hand with wrench-300Compensation, recognition and rewards, professional development, benefits – all are important components of a total rewards package. Done right, an organization’s total rewards strategy can be a powerful driver for recruitment and retention. When employees feel cared about and looked after by their employer, when they feel valued and appreciated, they tend to be more productive, more loyal and more engaged. So what does your total rewards package look like? Is it in a good spot, or could it use a few tweaks?

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Digital Learning Day Celebrates New Ways of Teaching and Learning

by Missy Kline

DLD_buttonTechnology is increasingly finding its way into the teaching and learning model, not only in K-12 and higher education, but also in the workplace. Thanks to the emergence of online courses, webinars, virtual conferences and a multitude of digital platforms, today’s workforce enjoys expanded opportunities for professional development. This year’s Digital Learning Day (March 13) might be a good time to take stock of your professional development delivery model.

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Change Doesn’t Have to Be So Scary!

by Missy Kline

Not too many people jump up and down with excitement when they hear change is coming down the pike. After all, it’s human nature to be comfortable with the things you’re familiar with and fear the unfamiliar. So how can we ease minds when undertaking change initiatives in our institutions? How can we bring our campus community on board? How can we turn fear and uncertainty into acceptance and engagement?

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How Can HR Help Support Today’s Higher Ed IT Workforce?

by Missy Kline

iStock_000018170510SmallAccording to a recent EDUCAUSE study, IT staff and organizations are being asked to adjust to increased IT consumerization, more options for managing and sourcing technologies and staff, a broader interest in IT’s transformative potential, and decreased resources. As a result of these changing expectations, institutions are looking to hire IT staff with business skills equal to their technical skills. And this necessitates a shift in the way IT staff are recruited, hired and retained.

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The Job Family Approach to Career Development

by Missy Kline

job-family
Looking for a way to motivate your employees? Need some incentives to keep your best people? Struggling with employee engagement?

Putting career development front and center can help address all these issues, and one approach to career development that is growing increasingly popular is job families.

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Stop Training, Start Developing Your Leaders

by Missy Kline

iStock_000008266083Small Most organizations have come to realize the importance of cultivating their leaders (both current and aspiring), but what many fail to understand is that “training” and “development” are not synonymous.

Many leadership programs fail to produce the desired outcomes because they focus on training around a specific set of objectives rather than developing competencies that will benefit the leaders, their direct reports, their colleagues and the organization as a whole.

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3 Low-Cost Ideas for Engaging Employees With Campus Leaders

by Gayle Kiser

In 2008, The George Washington University launched the Leadership Education and Development (LEAD) Program, a series of networking and professional development events focused on developing capacity within the five performance factors evaluated for every employee. Open to all staff members, the program encouraged participants to lead "from where they are," and provided unique opportunities for engagement with campus leadership.

In the session “LEADing the Way: A Leadership Development Case Study for Employee Engagement” at the CUPA-HR Annual Conference and Expo 2013, Brittnay Buckner shared details about nine of LEAD events.

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