Passing a certification exam is a key milestone for many professionals. Many sign up for their certification exams, yet fail to follow through and actually take them. Why is that? Some common reasons candidates drop out include: A fear of failure Poor preparation typically caused by an inadequate amount of prep time, ineffective and inconvenient learning programs, and dated or unengaging learning programs Feeling overwhelmed by the certification process   With so many reasons for candidates not to show up for exams, it can be difficult to pinpoint solutions that reduce dropout rates. But what if we told you that it doesn’t have to be difficult? Download this free guide to learn how to decrease the number of candidates not finishing your certifications.

A solid learning management system (LMS) helps businesses streamline corporate training, thus driving business results. But choosing the right vendor may be a daunting process that takes a lot of time and effort. The difficulty lies not only in the fact that there are tons of solutions in the market. You also have to consider a lot of aspects before you decide, including features, ease of use, costs, and your own business objectives. In this eBook, we’ll try to ease the stress of decision-making by offering a range of practical tips on how to choose an LMS. You can also leverage the free package of templates and checklists that are downloaded together with this guide to make the process even easier. We hope all this will help you pick a solution that best suits your business needs and is aligned with your budget and priorities.

Creating an effective, engaging eLearning course requires more than pretty pictures and fancy animations. You need a solid foundation of instructional design and the right tool to make your vision a reality. But how do you know which tool is right for you? This eBook breaks down authoring tool features into 10 easily digestible considerations—with comparison charts focusing on the top 3 authoring tools! Download now to discover which authoring tool will help you create the best learning experiences and get the best results!

Develop your next generation of leaders now The workforce is changing. Every day, baby boomers are retiring, and Gen Z'ers are entering the workplace. This shift in the workforce means millennials will be moving into leadership roles in the next five to 10 years. It's important to get a better understanding of millennials, so you can unlock their potential as leaders. Despite their reputation for being job hoppers, millennials actually value opportunities for growth and development within their organization more than previous generations. In order to retain talent and stay competitive, you need to provide opportunities to turn millennial employees into leaders now. This infographic will help you create a strategic plan to develop millennial leaders who can help you overcome challenges and meet business goals. You'll learn: How to set goals that drive business results when developing a leader What millennials value in the workplace  How to measure the development of your leaders The role mentors can play in turning an employee into a leader

Complex ideas can be learned quickly using the Story-Based Approach.  How do you avoid glorified memorization methods following this model? By Ray Jimenez, Ph.D.

Forrester conducted an online survey with 440 respondents and four interviews with sales enablement strategy decision-makers in North America to explore this topic. We found that organizations understand the value of agile content, but can’t always produce and use agile content across the enterprise. This recent Forrester report, Agile Content Strategies Deliver Business Results And Drive Sales Adoption, reveals how sales content has evolved and how business leaders must adapt. Download your copy today to see how you can overcome business pressures changing sales content management. You’ll learn: 3 key sales content research findings Why marketing content is an essential sales tool How lack of resources and incentives limit sales content impact 3 agile content best practices to increase buyer engagement 4 recommendations to gain significant business benefits

ChatGPT is proving to be a powerful tool for professionals producing employee and marketing communications—but using it effectively takes some practice. That’s why we created a new guide: How to Use ChatGPT to Create Great Business Video Scripts: 20 Prompts and Editing Advice for L&D, HR and Sales. In it, you'll get: Clarity on the pros and cons of using ChatGPT to make video scripts 20 ChatGPT prompts to help you generate a solid first draft Tips from Vyond writers and producers on making ChatGPT’s draft more relevant to your audience An annotated ChatGPT script makeover And…much more!

Training programs can influence employees' attitudes toward the company. Professional online courses are a great opportunity for skill development. Thanks to the numerous innovative features of the learning platform, employees can make the most of their time and take great courses.   Instructors often struggle to deliver high-quality skill development programs. Not only are they easy to create using MATRIX, but the deployment of modules is also efficient. Also, employees like to participate in training programs because they are involved and include innovative features. What you will learn from this brochure: The most important skills in the workplace How trainers can promote skills development with MATRIX How MATRIX can boost employee retention rates

HR and L&D leaders know that executive buy-in is critical for driving workforce transformation. This guide provides a strategic framework for aligning learning initiatives with business outcomes, proving ROI, and securing C-suite support. Get actionable insights to elevate your impact and drive meaningful change.

Times are changing and skills are becoming obsolete faster than organizations can keep up with. This challenge gives learning and development teams a unique opportunity to make a clear strategic impact and showcase their value to business performance. In this eBook, you'll learn core strategies and tactics for an developing an effective upskilling and reskilling program, including how you can tie it into talent development and overall business objectives.

In today’s corporate training world, speed to competency is everything. So how do you get workers to master communication skills, prove proficiency, and pick up knowledge in record time? Deliberate practice, with documented feedback, using the power of video.  When you combine the best elements of mentorship and self-paced learning with the convenience of smartphones and modern technology, your employees can record themselves from anywhere, get feedback, and document their progress.   Download this eBook to find out how video-based practice and coaching get better outcomes, conquer sales goals, and more —in less time than ever.

We’ve all heard of some big-time compliance failures at various companies; the fallout after a compliance oversight can be serious. But this ebook isn’t about dissecting everything that can go wrong or providing legal advice. Instead, we want to look at how such instances have spotlighted the importance of using compliance to build a positive company culture and focusing on the most important asset of your organization — your people.

Whether it’s local, state, or federal, every business must work by a set of laws and rules concerning hiring, promotions, firing, and other personnel-related matters. Being compliant is critical to any business’ success as it keeps the company from lawsuits, violations, etc. However, keeping up with everything is often easier said than done for HR. In this infographic you’ll find: A checklist for an optimal HR compliance program Review of compliance for top HR topics such as onboarding and hiring practices Lists of topics for your compliance training program

You’ve got a lot to keep track of as an HR professional. As responsibilities pile up, you need assistance! At BizLibrary, we want to make it as simple as possible to keep track of all the moving pieces that come along with hiring and retaining quality employees. To give you a hand, we’ve created an HR Compliance Checklist to help you organize and prioritize some of your responsibilities related to:   Hiring   Onboarding   and Company Compliance as a whole  We’ve also aggregated some other resources surrounding these challenges to provide you with extra support and information. Download our HR Compliance Checklist for a helping hand today!

The "Great Resignation," "Turnover Tsunami" or the "Big Quit," whatever you choose to call it, the trend of job departures in the last few years has been unnerving for organizations. The workforce is taking stock of their careers and reevaluating their priorities. In 2020 alone, 40% of U.S. workers have changed jobs, managers, or roles. Employees are craving new opportunities for personal growth and learning to help them sharpen or build skills. If your people don’t believe those opportunities exist at your organization, they will look elsewhere. To stem the turnover tide, organizations must connect their people to more personalized learning, critical skills development, and give employees control over their career paths and opportunities for growth. Workers who can see what internal growth opportunities are available within the organization are more likely to stay, as they can chart and track their progress towards the career path they desire. Exposing your people to a wide variety of roles will help them gain a greater range of skills, be more collaborative across business areas and be more productive. And you’ll experience a massive increase in time-to-productivity as your "new" hires will already have most or all of their corporate onboarding done before even assuming the new role. Using your own people as a talent pool for filling job requisitions has a ton of great benefits. Use this checklist as a reference guide to ensure your organization has the tools it needs to plan, facilitate and execute a great internal talent mobility program.

Do you wake up every Monday raring to go to work, full of new ideas, confident that you’ll be able to implement them, and passionate about what you do? If so, would you like to stay that way? And if not, doesn’t that sound pretty great?

After spending close to 30 years in human resources and organizational development, and participating  in  countless  retention and succession planning initiatives, I’ve  come to the conclusion that employees are not primarily fired or promoted because of their education, skills, or even amount of experience. Of course, those things are important in their own ways; you are expected to be informed, up-to-date, and capable of doing the job, whatever that might be. However, it’s often the intangibles that define an outstanding employee (or conversely, the less-than-outstanding employee). Companies increasingly understand this shift, and have implemented behavior-based interview techniques during the candidate evaluation and selection process. This approach aims to match the key behavioral and / or trait competencies of an applicant to those that define success in  a  particular job - or in a broader sense, in the larger organization.

Do you wake up every Monday raring to go to work, full of new ideas, confident that you’ll be able to implement them, and passionate about what you do?  If so, would you like to stay that way?  And if not, doesn’t that sound pretty great? Best-selling author, keynote speaker and bona-fide expert on employee engagement, Bob Kelleher has researched and reflected on these issues deeply.  In his new book, I-Engage:  Your Personal Engagement Roadmap" Bob offers valuable insights and even potential solutions.  Click below to download the first chapter of this latest revelation.  It begins... Engagement is the key. Back in 2003, global consulting firm Towers Perrin (now Towers Watson) identified and defined an intriguing concept that would go on to revolutionize the way companies thought about their most important asset: their employees. Called "employee engagement," it was originally loosely defined as "the capture of discretionary effort." Discretionary effort, simply put, means going above and beyond at one’s job, or putting in additional effort, because one wants to do so. 

This report looks at the implied promises to the instructional design field which include:  -Promises to the instructional designers/developers that they are valued not only financially but also as a professional.  -Promises to the instructional designer/developer’s organization that instructional designers/developers get better, deeper learning and show results through learning transfer.  -Promises to learners that their learning experiences are valuable use of their time and support their current and future work.  Finding ways to reach into organizations for these measures required tapping the instructional design industry and market. A series of focus groups or interviews was planned. This report summarizes the interview process, data, and projected next steps based on interview results. Data gathered about these promises will become part of the ID Certification application process of 2016. 

It’s no secret, people want to do meaningful work, expand their career opportunities, and understand their impact. To remain competitive, you need to help people connect what they’re learning to the benefits of career growth and new opportunities to advance their careers and transform the business. In this guide you’ll learn three critical steps to establishing skills as the universal language for growth and success for your people and your organization.

chapter 1 The Truth There seems to be some perverse human characteristic that likes to make easy things difficult. —Warren Buffett, most Successful Investor of the 20th Century THE STAKES ARE HIGH. You are the coach of a five-man basketball team battling against another team. But this isn’t just any game. It’s the Olympics and it’s all for the glory. You are leading the team who is gunning for Gold in the men’s basketball final. hundreds of thousands of sports fanatics—representing virtually every country in the world—hover above their colorful stadium seats shouting with all their might in the hopes of inspiring your team to victory. You are about to begin the fight of your life … battling for the title of "best in the world." As the ball is tossed in the air at center court, one of your star players grabs it and races down the wooden planks as fast as he can, gunning for the competitor’s net. Just imagine, three of your five starting players are standing at center court waving to their family and friends in the stands. Your final starting player is watching ESPN SportsCenter on a TV in the locker room as he sips lime green Gatorade and roots for the opposing team. Is it real? Absolutely! Leaders, this is your workforce today. Click below to download this book chapter.

The new world of business is fast, agile and distributed. Employers are counting on L&D to upskill and reskill people as they adapt on the fly, and stay ahead of changes - it’s mission-critical that L&D keeps up with the pace of business. This eBook is for learning leaders in search of a better, more purposeful learning experience that impacts the bottom line.  Read the eBook and discover:   Why courses don’t give the skills and capability that high performing organizations need in the post COVID-19 world. What kind of engagement (and how much of it) is optimal for business outcomes. How beauty giant Avon rapidly reskilled five million beauty reps worldwide, and was able to engage learners to increase revenue. 

HR and IT need to work together to not only overcome their individual challenges, but also drive overall enterprise results. Effective IT and HR collaboration is critical when selecting and deploying a TMS. This paper will explore strategies and tactics to ensure the organization is better positioned to deliver on a talent strategy through a modern, integrated Talent Management System (TMS) that can support and enable candidates, employees, managers, and the business as a whole.

One of the most common misconceptions about game-based training is it makes training fun, but doesn't impact learning outcomes. That couldn't be further from the truth. Game-based training does make learning more enjoyable — but it's also designed to get employees job-ready, in less time. What's Inside: how game-based training improves training usage the science behind game-based training how to increase knowledge comprehension, retention, and application the average time & cost savings from implementing game-based training