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In today’s globalized world of business and commerce, most corporations and enterprises are internationally based, along with nearly 60% to 70% of small businesses, which should be no surprise because e-commerce practices and the Internet make it easier than ever to connect with other business entities and internationally based customers.
A recent 2019 LinkedIn report shows that learning and development (L&D) departments won’t be as constrained by low budgets anymore as compared with previous years, and most organizational leaders and executives are seeing the value of increasing their spending on employee L&D initiatives, as well as promoting and marketing those initiatives.
In an effort to understand the top skills companies are looking for in prospective candidates this year, LinkedIn conducted a massive analysis of hundreds of thousands of job posts. As it turns out, employers are looking far beyond soft and technical skills when searching for new talent.
In an effort to understand the top skills companies are looking for in prospective candidates this year, LinkedIn conducted a massive analysis of hundreds of thousands of job posts. As it turns out, employers are looking far beyond soft and technical skills when searching for new talent.
In part 1 of this article we began to explore specific steps you can take to create an effective mentorship program. As promised, the rest of those steps are below.
Per studies highlighted by Investopedia, 71% of Fortune 500 companies have some type of corporate mentorship program. And 75% of executives from those Fortune 500 companies recognize their mentors with helping them reach their current positions. If you want to design an effective mentorship program, here are seven steps you’ll want to take.
For some roles, like human resources, specific credentials are required—think Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR). For some industries, like finance and accounting, professionals need certifications that show they’re licensed to offer the services in those industries—for example, a Certified Fraud Examiner (CFE) working with banks and lenders.
Many employers are struggling to fill jobs in the current economy, so they’re looking to upskill their employees in future years. If you want your organization to remain competitive, you’ll want to do the same.
As more Gen Z workers start entering the workforce, and more Millennials start taking on leadership roles, employers are beginning to understand the importance of upskilling workers. Not only do these generations seek out employers who offer meaningful training, but it’s also something that might become necessary in order to overcome the growing skills gap.
Sexual harassment policies need to be clear and complete, but the policy must then be followed by a strong and active training program.