#employee-development

#employee-development

In an unpredictable world, businesses must be prepared to face unexpected challenges, such as natural disasters or economic shifts. The recent one-year anniversary of the Southern California Wildfires have underscored the importance of being financially prepared for such unforeseen events. With so many economic headwinds facing California like rising insurance costs, cost of housing and a shortage of skilled labor, on top of new trade policies nationwide, the ability to adapt quickly is crucial for maintaining resilience and ensuring long-term success.

After the great resignation and quiet quitting, organizations are scrambling to retain top talent. They're trying everything from increasing salaries and expanding perks to offering greater flexibility. Yet many companies are still losing the very people they can least afford to lose: their highest performers. This is not primarily a compensation problem. It is a development problem. Research consistently shows that high achievers are not leaving because of pay alone.

Today's job market is more ruthless than ever, leaving many desperately clinging to their roles amid mass layoffs and side-eyeing the competition. In such environments, a rival colleague or workplace nemesis may make themselves known. Watching a smug colleague get called out for a mistake in a meeting or blundering a promotion is often deeply satisfying (even if we may not admit it).

Planning a training budget is one of the smartest investments you can make for future-proofing your business. Data says so too! The 2025 Workplace Learning Report from LinkedIn found that organizations with strong career development programs are 42% more likely to lead in major business transformations compared with those with weaker or no programs. Whether you're an HR leader, L&D manager, team lead, or business owner, understanding how to budget for employee training ensures your workforce stays skilled, engaged, and ready for what's next.

The $450 million training facility includes amenities like an 18-hole putting green, tropical weather, and karaoke, offering a corporate retreat experience for employees.

"Learning experience platforms are digital solutions that personalize the learning and development experiences for individual employees," says Zachary Chertok, research manager at IDC.

AI technology enables organizations to tailor learning paths through data-driven insights, fostering smarter and more personalized corporate training experiences for diverse employee needs.

AI is transforming every aspect of work, but to harness its full potential, we need to upskill every department, especially HR.

The learning curve is a pictorial representation of the increase in a person's skill acquisition over a period of time. It usually indicates that success in the process of learning increases with repetitions or exposure that is experience-related.

Performance improvement plans are meant to guide employees toward reaching performance standards, focusing on development rather than just a precursor to termination.

Managing capital effectively is crucial for business growth and competitiveness, encompassing financial and human resources that drive productivity and strategic success.

AI aids in creating tailored performance questions from company values rapidly, ensuring that performance reviews across various levels are relevant and aligned with organizational goals.

Learning at work is evolving. As roles become more complex and skills gaps widen, organisations need smarter ways to develop their people.

The 70-20-10 model empowers remote learning by emphasizing experience-driven skill development, blended with peer learning and formal training, enhancing employee engagement.