Recent articles and posts prompted me to think about informal learning. At least one of the two words is easy to understand.
In most organizations today, the Human Resource (HR) professional works in a highly matrixed environment, often with multiple decision-makers and stakeholders. They meet the needs and challenges of the business, with HR roles that are highly specialized, and provide expertise in such key areas as:
You’ve been voluntold by your manager to make a presentation at an upcoming technical conference. “Why me?” you ask. “Well that’s easy, you are the subject matter expert (SME) in this area”. You both agree about being the subject matter expert and so off you go to pull together your presentation. Here are some considerations for creating winning presentations.
As a leader in workplace learning and performance, FKA has worked in many industry sectors. One common challenge, whether it’s in technology, health services, pharmaceuticals, financial services or manufacturing, is the effective utilization of technical support resources in both pre- and post-sales activities.
In an earlier blog, we discussed the importance of Performance Coaching as a talent development strategy, demonstrating commitment to develop and support individuals. Performance Coaching harnesses the value of internal employee resources to develop others, which in turn saves time, money and increases overall employee engagement and retention.
Performance Coaching has become an important tool and key capability in supporting a high- performance oriented culture in many organizations. Effective and timely, it can make the development and implementation of a business strategy more successful. This is especially successful in an environment that is fast-paced, competitive and uncertain.