Why Incentive Travel Program Sponsors Are Including Non-Sales Workers Incentive travel has long motivated sales teams, with programs like NCR’s 1910 trip for top sellers marking its early use. While traditionally tied to revenue-driven roles, companies now recognize that cash incentives lose effectiveness beyond a certain point. Research shows that travel rewards are highly valued for fostering connections and offering unique experiences. Despite its high cost—averaging $4,900 per person—well-structured programs can pay for themselves by driving revenue. Industries like automotive, finance, pharmaceuticals, and tech continue to invest in these programs to maintain a competitive edge. Download this report to learn how major companies are using Incentive travel in all areas to create greater success.

In manufacturing, ongoing training is the backbone of a skilled team and workplace safety. Yet, only 35% of companies rate their manufacturing training initiatives as "highly effective." Download this quick start guide to explore the most pressing training challenges and how you can overcome them with iSpring Learn.

The World Economic Forum released their 2025 Future of Jobs Report that shows employers expect nearly 40% of workers' core skills to change by 2030. As new processes and automation advance quickly, technical skills are becoming outdated faster than ever.  Top 5 Core Skills, as Reported by WEF  Analytical Thinking  Resilience, Flexibility, and Agility  Leadership  Creative Thinking  Motivation and Self-Awareness  Notice anything peculiar about that list? Interestingly...the top five core skills reported as most necessary for employees are all soft skills. How are you addressing soft skills at your organization?   Download BizLibrary’s Guide to Soft Skills Training and keep your employees agile today! 

Discover how Ericsson is transforming its workforce by putting skills at the center of its talent strategy. This executive guide shares actionable insights on how HR and L&D leaders can align skills to business needs, drive agility, and future-proof their organization. Learn from Ericsson's real-world approach to skills intelligence, internal mobility, and employee growth at scale.

Onboarding new employees is an ever-changing and universal experience for each company. It shapes an employee’s immediate impression and can greatly impact their long-term understanding of the organization. The right onboarding program can set up new employees for success and keep them engaged. Learning leaders can improve the new hire experience by attaching learning opportunities early in the onboarding process.  In many ways, the onboarding phase is a continuation of the evaluation stage for both the company and the new hire. Both parties are digging deeper into how to create a successful relationship and learning leaders have a unique position to contribute to that success.  In this eBook, we focus on why organizations should prioritize learning early in the onboarding process. Topics include: •    Optimize a remote onboarding program •    Accommodate learning preferences for success •    Prioritize and assess learning programs •    Help integrate new team members through learning

Artificial intelligence (AI), and in particular Large Language Models (LLMs), increasingly are touted as a transformative force that can "do it all" in Learning and Talent Development (L&TD). For some of us, images of a silver bullet form in our minds. From adaptive learning systems to personalized training journeys, the promise of these tools seems to have captivated the industry. However, while the potential of these technologies is undeniable, many leaders struggle to reconcile marketing hype and over-promises with real-world applications. Misaligned expectations can lead to costly investments and underwhelming outcomes. This article aims to bridge the gap between promise and practice. Drawing from professional experience, we offer actionable insights to help L&TD leaders navigate the realities of AI adoption. By understanding what AI can and cannot do, leaders can create practical strategies to integrate AI effectively and achieve meaningful results.

This quick reference introduces you to the Five Personas -- the Sensei, Drill Sergeant, Superhero, Confidant, and Jester. Each persona is carefully crafted to define a core set of strengths that define excellence in our work as trainers.  Working with the personas, you accelerate the discovery process for a trainer to name their strengths and reflect on their own professional growth. Sharing the personas toolkit (including the self-assessment, skills training, and development planning) acts as a catalyst to amplify the impact that a training team has on their learners.

This white paper provides valuable insights into industry-leading evaluation models and offers a practical roadmap for integrating the toolkit to maximize ROI and operational efficiency for Training companies.  This White Paper will explore aspects such as: What is training evaluation and why is it important?  Key training evaluation models in use today Power of training evaluation How to evaluate training effectiveness using KITABOO?

Quality management (QM) appears in many forms in learning and development. When facilitating a course or conference session on quality for L&D professionals, I like to ask for a show of hands as I read out different options for how their organizations might handle quality management. I’ve also conducted an online poll, which focused on the reviews, not entire quality management systems. I consider the poll unofficial due to the small sample size (139 votes) and the unverified answers. However, it still provides insight into what organizations are doing, and the results are consistent with my experience and the answers I receive when I facilitate. Of the L&D professionals who answered my poll, nearly half (48 percent) said they conducted peer reviews, meaning their fellow designers checked their work. At 30 percent, the second-highest option was an internal dedicated team for quality management (in which "dedicated" was defined as a team that only works on quality issues for an L&D team). Next was self-review at 19 percent. Finally, only 2 percent had an external dedicated team.

What Will It Take to Keep Learners Engaged? What’s driving shifts in virtual training today? Where is the future of L&D headed? How are new generations impacting the status quo for many organizations’ workforces? This brand new report, created in partnership with Class and Microsoft, compiles learnings from 650+ L&D and training professionals and provides insights to transform your learning strategy, including: Workforce training trends & challenges: Virtual instructor-led training (VILT) is a staple for 73% of organizations, but poor engagement (72%) and accurate measurement (47%) remain top challenges. Innovations reshaping training delivery: Training and L&D teams are prioritizing smarter tools, with 41% seeking engagement analytics and 39% wanting deeper learning management system (LMS) integrations—reshaping how virtual training is delivered. New strategies to support Gen Z: Some 62% of individuals surveyed are prioritizing flexible delivery models and 45% are offering coaching for digital natives and Gen Z learners. Download the full report for data and insights to help shape your training strategy into the future.    In partnership with