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As we come out of the pandemic and contend with The Great Resignation, effectively transforming the workforce is of paramount importance. The good news is that the C-suite is more focused on an enabled workforce than ever before. The bad news is that many C-level leaders are questioning whether L&D leaders should lead such a critical capability.
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Nearly all learning leaders face a common struggle — credibly measuring the business impact of their initiatives. Often, attempts to...

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Talent scarcity and high turnover are among the biggest challenges organizations will face in 2022, so it’s important to engage and retain employees from day one. A strong employee onboarding process can help you accomplish that, while also helping new hires ramp faster, so they can be productive sooner.
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The world of work moves on. New hybrid working models, tech and productivity tools are here to make work easier and more productive. There’s a huge shift happening and a requirement for new skills as people adapt. Workforce transformation is accelerating — with or without a learning and development (L&D) team.
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Now, more than ever, we’re feeling the need for meaningful connections. It’s crucial that we turn our attention to growing and establishing significant relationships within the context of the evolving work environment. The increasing shift toward the hybrid workforce underscores the need for leadership to think beyond traditional strategies to engage workers, enable team performance and sustain employee connections.
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2021 taught us we can continue the human-centric leadership approach if we can keep the focus and intentionality of our interactions top of mind.
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As virtual learning became the norm, it also became apparent that new skills and areas of digital specialization were needed to make the medium more effective and sophisticated. Then, as the world started returning to the workplace, they did so by using a hybrid model that is likely to continue for the foreseeable future.
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Companies produce and store a long list of documents for personnel purposes: contracts, confirmations, promotion letters, termination confirmations to name just a few. For personnel document generation and storage, companies often use a variety of processes globally, where many documents are generated based on local office templates, printed (and often signed physically) before they are stored in physical file cabinets.
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A fundamental shift is happening in the way work gets done as organizations increasingly move to a long-term hybrid model. While a hybrid scenario brings greater flexibility, it also requires a thoughtful strategy. 
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The world in which we work is changing quickly and leaders find themselves evaluating their organization’s structure more frequently as a result. Organization design is a process of aligning and optimizing organizational capabilities, structure, processes, people, and metrics to drive achievement of the organization's strategy. 
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Where does compliance training sit in the overall risk and compliance agenda?
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Market and technology trends, along with business processes, change the way organizations work, as well as the skills employees need to get work done. Never has the inability to react to those changes been so obvious as during the pandemic.
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Say the word “measurement” to learning professionals and you are likely to hear a number of responses: “We don’t have the data,” “Business leaders don’t care,” “We can’t afford a data scientist,” or all of the above. In fact, even though 90% of learning leaders want to measure business impact, only 26% believe they have the ability to do it.
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Definition: a rebel or revolutionary. Synonyms: rebel, revolutionary, revolutionist, mutineer, agitator, subversive. Not exactly the description that pops to mind when you imagine a desirable new hire for your organization. But I’m not talking about insurgents who will turn against their own. I’m talking about people who will think outside of the box, push the envelope, and create extraordinary business outcomes. So, if you prefer to stick with an organization of conformists you needn’t read on.
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Whether you’re implementing SuccessFactors Compensation for the first time or you’re an existing customer, we’ve outlined proven strategies that will help you get the most out of your compensation solution and processes.
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Now that working and learning virtually is continuing longer than originally expected, leaders need to develop a new virtual training strategy, one that extends beyond simple conversions and considers shifting the entire virtual strategy from a mode of surviving to thriving.
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You have a limited budget, and your learners have limited time for training. How can you achieve the biggest bang from your learning and development (L&D) buck? Using data analytics can help. By combining a high-performer job task analysis with a quantitative gap analysis, you can collect solid evidence of performance needs, enabling you to prioritize — and defend — your performance improvement efforts and create targeted, learner-centric solutions.
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For over a decade, SAP SuccessFactors has been helping its customers to carry out best practice onboarding processes through its integrated solutions. In 2020, SAP SuccessFactors customers now have access to the new Onboarding module, known as the next generation onboarding, or Onboarding 2.0, which fully integrates this
module with the rest of the Human Experience Management (HXM) platform suite.