Most of the work in the US today is mental labor as opposed to manual labor. As individuals get more skilled in their work and become experts, their value to your organization grows. Once an employee reaches relative expertise, their absence (or loss) becomes a significant detriment. But capturing their knowledge allows businesses to reduce the impact of absence substantially. However, effective knowledge capture is difficult because experts tend to have a high omission rate when attempting to detail and record their decision-making.

​Introduction

Corporations spend billions of dollars ($370B in 2019) on training each year. Given this level of investment, it is surprising that a relatively insignificant portion of the expenditure is spent examining training efforts’ efficacy.

For over 40 years, the Kirkpatrick Model, named for its creator Dr. Donald Kirkpatrick, has provided the most extensively used training evaluation guidance. The original model had four levels, but many researchers refined it in the intervening years. Now the model is often shown with a fifth level.

The current pandemic teaches us that properly leveraged UX makes life more meaningful and lessens the inconveniences of social distancing.

For example, I needed a part to fix a leaky pipe during the lockdown. I wasn’t sure of the part’s exact size, so I had to go to a hardware store physically. When I arrived, there was a long, socially distant line outside. Mask on, I joined the slow-moving queue, and as I approached each 6ft marker at a snail’s pace, I couldn’t help but imagine a better way.

Today’s C-level executives know that an engaged workforce offers a strategic vantage point when it comes to customer engagement and better ROI.

Assembling high-performing teams require business leaders to design the right team-based business strategy, manage intentionally, and hire purposefully.

Fostering employee engagement empowers staff members to navigate the world of work and seek opportunities that impact business ROI. This article focuses on simple, scalable, productive, and readily justifiable ways to optimize your organization’s engagement.

It is no secret that guiding individual and organizational change can be challenging. When faced with a new change initiative, the most pressing challenge is to motivate individuals to adapt to a recent process change, routine, or technology.

The current global crisis has made us witness challenges that have changed our business dynamics while shaping our new normal.

We have seen a material shift to remote working, e-learning, e-health services, e-government services, and surges in e-commerce activities over the last few months.

As more organizations dip their toes into the ‘agile pool’, it’s important to continuously analyze and assess the customer’s needs to maintain a competitive or market advantage.

Sponsored by the US Department of Health and Human Services (HHS), National Institutes of Health (NIH) Information Technology Acquisition and Assessment Center (NITAAC), the Chief Information Officer – Solutions and Partners 3 (CIO-SP3) Small Business (SB) contract is a ten (10) year Indefinite Delivery/Indefinite Quantity (IDIQ) Government-wide Acquisition Contract (GWAC) for small businesses.

Complex learning involves the integration of qualitatively different knowledge and skills along with their relationships and interaction rules. All the following tasks are complex:

One of the biggest challenges for organizations is what happens after the training. Typically, training is seen as an isolated event. Afterward, many learning development professionals and supervisors find themselves asking, “why is the employee not using the information from training” or “why hasn’t the employee’s performance increased following training.” Questions such as this suggest that knowledge transfer did not occur after the employee left the classroom or virtual training session.