Learning and development
With individuals from Baby Boomers to Generation Z bringing unique perspectives, aspirations and technological fluency, a "one-size-fits-all" approach to career development is no longer effective. Instead, fostering an environment of open communication, understanding and tailored support is paramount to unlocking the full potential of every employee, says career development expert Caroline Green.
With budgets increasingly stretched, learning and development may be falling to the bottom of HR's to-do list. But new research shows that the best-performing organisations have a strong L&D programme, explains Paula Flores, and this gives them a competitive edge.
In today's ever-evolving workplace, a structured approach to staff development has never been more crucial. But when time-poor managers meet with their high-expectation employees, it begs the question: whose responsibility is development anyway? The answer, says career development expert Caroline Green, is all about balance.
Every year it's the same: January rolls around and suggested priorities for HR abound. But with teams increasingly stretched, important issues then get cast aside or neglected. Here, as organisations find themselves deep into Q2, we draw attention to three themes that HR professionals are likely to overlook, based on what they have told us in our surveys. But, for the reasons explained here, they really shouldn't!
Careers are "squigglier" than ever. Where traditional professional development tended to be linear, individuals now often trace more zigzag-shaped paths as they acquire new skills to adapt to rapidly changing workplace needs. Career mentor and expert Laurie Macpherson sets out four ways in which HR can support employees to upskill, grow their network and track their achievements - so allowing organisations to retain talented members of their workforce rather than losing them to opportunities elsewhere.
The people profession is operating in a "VUCA world on steroids" (VUCA = volatility, uncertainty, complexity and ambiguity). So said CEO Peter Cheese as he welcomed around 1,300 delegates to the 2023 CIPD conference in Manchester.
Organisations benefit when employees contribute ideas, innovate and use creativity to find solutions. But how do you unlock your people's full potential? They need to be stretched, challenged, supported and developed. We set out the five steps to achieving this.
For many people, properly understanding diversity and inclusion (D&I), and learning to navigate D&I issues in a business context, can be overwhelming. Stuart Affleck, Director at D&I consultants Brook Graham from Pinsent Masons Vario, looks at how "microlearning" can help staff retain their D&I training.
We look at the challenges that local authorities face in meeting the public sector apprenticeship target, alongside the opportunities that apprenticeships can present for local government employers.
Commentary and insights: HR and legal information and guidance relating to learning and development.