Training Jan_Feb_2013 : Page 9

Partnerships& Alliances P The 2013 Talent t Landscape spe-cializing g in n talent t solutions, offers s its s predic-tions s for r the e recruitment t and d talent t man-agement t industry y in n 2013. Fifteen n members of f the e leadership team m from m countries s across every y continent t collaborated d to forecast t the landscape e for r the e coming g year. Here e are e the top 10 trends s Futurestep believes s will l shape the e recruitment t and d talent t management t in-dustry y globally y in n 2013: 1. Building g the e internal l business case e for outsourcing 2. Balancing g short-term m challenges with long-term m position 3. Global complexity in workforce planning 4. Consumer-grade employer r branding FUTURESTEP, A KORN/FERRY Y COMPANY Y 5. The e new w talent t battlefields—includ-ing g the e fight t for r critical l talent t in n emerging markets 6. The e rise e of f talent t communities 7. The e engagement t imperative e and d the new w norm m of f employee-driven n development 8. Closing g the e HR R innovation n gap 9. Increased d intention n for r diversity 10. Focus on internal mobility y and up-skilling g employees >> iBank.com selected The Ken Blanchard Companies’ Blanchard Certified as the leadership training program for r the 350,000 iBank.com small business network. Blanchard Certified is a cloud-based leadership development program especially designed for r the busy small business owner r and his or r her r employees. >> C++ Institute and Pearson VUE inked a computer-based testing (CBT) agreement, offering g the global IT programming g community y a C/ C++ certification program that t allows candidates to test t at t accessible and secure centers worldwide. >> Corporate hospitality y trainer Kelye Rouse Brown of KRB Customized Training Solutions and Minute Suites, LLC , formed a joint t venture, Minute Leap DFW, LLC , to operate the Minute Suites brand at t the Dallas/Fort t Worth International Airport. KRB will lead the recruitment, training, and day-to-day y operations for r the rapidly expanding g Minute Suites hospitality concept t as it t launches its travelers’ retreats in Terminals A and D at t the Dallas airport. >> Origin Consulting merged with GreyStone Staffing to form a new division, GreyStone Recruiting, in New York k City. The combined forces will provide services ranging from executive search to temporary support staff. The merger r augments GreyStone Staffing’s offering g within the recruiting sector r to include financial services, insurance, and media/tech sectors. >> McGraw-Hill Education is acquiring a 20 percent equity stake in Area9 Aps, a Denmark-based adaptive learning company. As part of the agreement, McGraw-Hill Education and Area9 will work together to develop new adaptive learning products, both within and outside the higher education market. training JANUARY/FEBRUARY 2013 For r more information, visit t www.futurestep.com.  Fostering Behavior Change By Bruce Tulgan www.rainmakerthinking.com/blog | Twitter r @brucetulgan | www.talkaboutthework.com brucet@rainmakerthinking.com Everything is changing so fast, except t for the Holy y Grail of f training: Training that t sticks! What t are the best t practices for creating and delivering training that t results in lasting skill and knowledge uptake and permanent t behavior change? 1. Align learning goals 100 percent t to meet t clearly y defined skill and knowledge gaps tied directly y to concrete business outcomes that t matter. How? Make needs assessment t an ongoing dialogue with leaders at t all levels. 2. Make sure the content t resonates. Zero in on the pain caused by y the skill or knowledge gaps and make a persuasive case for how w filling those gaps will ease the pain. The stickiest messages dovetail with what t people already y know. That’s why y they y laugh! Remind them of f their pain, first. Then offer them some relief f from that t pain. 3. Deliver the content t so it t is hard to forget. Aim at t multiple memory y centers. The stickiest part t of f the brain is emotional memory. Make them feel it t viscerally—“ha ha!” “oh, no!” “aha!” 4. Focus on actionable solutions. Offer r a clear r plan, concrete tools, and step-by-step techniques. 5. Promote ongoing knowledge and skill development. Give learners takeaway y information for continuing study y and skills for continuing practice. 6. Follow w up. Schedule regular reminders, refreshers, discussion, and feedback. 7. Ensure their real world of f work supports actualizing the learning. Help learners’ leaders/ managers and coworkers understand and buy y into the tools, techniques, and action plans— before, during, and after the training. www.trainingmag.com | 9

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