Learning and Development Best Practices and Strategies Series
Xyleme has produced a series of helpful briefs for learning and development on industry best practices and learning strategies. Don’t miss these helpful tips on how learning and development can assist their organizations manage the skills gap, help employee onboarding and mitigate turnover, in addition to reasons why bite-sized learning is imperative to your strategy.
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3 Steps to Reduce Employee Turnover
The skills gap issue has gotten a lot of press lately. Even the POTUS has gotten involved in the issue for tech jobs with the TechHire program. While some doubt the skills gap is real, there are a few things happening that are exacerbating the shortage of skilled workers: Baby boomers retiring, the US lagging in educational initiatives, and companies trying to recruit themselves out of the skills gap instead of focusing on training existing staff.
This is why it is especially puzzling that companies are trying to hire their way out of the skills gap, especially when they haven’t built an effective onboarding program. Because new employees get frustrated and leave, companies are left trying to recruit another replacement. Poor onboarding is a huge reason for employee turnover. In this brief there are three reasons to help prevent this.
3 Best Practices When Implementing a Learning Ecosystem
Every year, Deloitte releases a Human Capital Trends report, and this year, learning and development skyrocketed to the top three most important issues keeping HR leaders “up at night.” It’s important for the reasons you might already be tired of hearing about: the skills gap challenge, the modern workforce, and the need to keep up with mobility. Companies know it’s important, but as you can see from the chart below, the capability gap for L&D is going up year over year.
Companies that have been able to transform their L&D organization have been able to accelerate skills development and improve employee engagement and retention, one of the other biggest issues cited in the Deloitte study.
3 Steps to Adapt Your Learning Strategy and Reconnect with the Modern Learner
The landscape of L&D is rapidly changing. The modern learner is distracted, overwhelmed and impatient. And – they are untethered and empowered. More than 70% of learners search online to immediately find information to perform their job.
There is a large disconnect between what modern learners want and what L&D organizations provide. This disconnect is resulting in learners going out on their own to find the information they need when they need it. In fact, nearly 50% of learners spend 30 minutes or more every day on unofficial, unscheduled, and impromptu learning.
4 Techniques for Successful Onboarding
Here is something that should probably scare any HR and Learning executive: 40% of employees who left their jobs voluntarily did so within six months of starting a position. Considering in some industries it takes more than three months to recruit talent, a 40% quit rate isn’t going to cut it. And here is another scary stat: The cost of losing an employee in the first year is three times their salary.
It’s not all bad news. Employees who have been through a well-planned and structured onboarding program were 58% more likely to still be with the organization after three years. So – how does one create a successful onboarding program? Read on to find out.
4 Reasons You Can’t Recruit Your Way Out of the Skills Gap
Your organization is doomed to fail if you continue to try to hire your way out of the skills gap. It is a harsh reality companies are currently facing. Of course, your organization must continue to recruit, but with so many baby boomers retiring (to the tune of 10,000 every day!) and an influx of new hires who lack the skills organizations need, you’ve got a real problem on your hands.
You may remember this statistic from our last brief, but it is so important we are going to say it again here:
- $14,000 for every three months that a position goes unfilled.
- 71% of organizations are having difficulties finding people with adequate math and technology skills.
In this brief there are four reasons that recruiting alone cannot fill the skills gap.
5 Reasons Bite-Sized Learning Helps Retention
Many studies show the more direct we are in our approach to learning, the greater the depth and length of retention. More specifically, the clearer we make our learning, the easier it becomes for someone to remember. So the clear path to learning is making it simple. And making it simple means breaking it down into small parts. In this brief there are five reasons why this approach works.