Competency-based training should be an important part of any great employee development program. Simply put, competency-based training is a learning model where employees must reach a certain level of knowledge and skill on a particular topic before advancing to the next task. However, selecting which competencies to develop in your employees can be a difficult decision. In this eBook, we’ve further outlined what a competency is, how to define them, and how to implement competency-based training at your organization. In this eBook, you’ll learn: The competency cycle and how to use it to develop a successful competency-based training program How competencies can mature through different job roles are your organization How to create and utilize job profiles to assess skill gaps

With the recruiting, retention and employee engagement challenges companies are facing, understanding how investing in training can strengthen employees’ loyalty and commitment can help turn these challenges into achievements.

Did you know that 94% of key decision-makers say certified staff provide added value above and beyond the cost of certification?* This is why so many organizations invest in the practice of upskilling (and reskilling) their employees, but some nowadays are hesitant, and it is easy to understand why. COVID-19 brought with it massive changes to every industry and uncertainty to every worker. In complicated times such as these, employers may not see the point of upskilling a workforce, but it is only because they have not yet discovered its value. Upskilling, for the uninitiated, simply refers to teaching employees additional skills, procedures and methods to help them stay abreast of the latest industry best practices, regulatory requirements and standards. In general, upskilling helps gain competencies and efficiencies, so they are prepared to take on the challenges of the future. Upskilling can present itself in the form of taking new training classes, receiving select manager mentoring/coaching sessions, attending conferences, receiving new certifications, etc. The "how" of upskilling depends on organizational needs at the time and the availability of budget. This practice can help build and retain stronger and more effective information system teams in an industry that is in a state of constant evolution. New technology emerges daily and while it creates new business opportunities for your organization, it simultaneously widens the skill gaps in your employees. Plus, companies that opt out of upskilling workers expose themselves to further risk and may struggle to comply with ever-evolving compliance and regulatory requirements. Continued education offers the opportunity to combat skill gaps and retain an organization’s workforce. Training and developing new employees will expand their expertise and give an organization a competitive advantage. But that’s not all… 

Rachel Cubas-Wilkinson has been instrumental in the design of the Inclusive Leadership Workshop and studied the latest research from Gartner, Harvard Business Review, McKinsey, our own research and more to put together a 3 page report into the current DEI landscape within organizations, focusing on inclusion strategies in leadership. Read more about: The business benefits of inclusion Is inclusion happening yet? Why leaders aren’t getting it right 5 challenges of inclusive leadership Inclusion: 3 ways to get it done and make it work

Low learner engagement is the worst. Often hampering your training’s impact and success, what can your team do to tackle it head-on and overcome lackluster engagement rates? At LearnUpon, we asked the experts. Working with our industry-leading Customer Success Team, this eBook investigates why learning teams experience low engagement, while also providing tried and tested techniques to boost your learners’ engagement.

We asked over 80 leaders in learning and development how they measured their organization’s training return on investment (ROI). Using the data from this survey, we’ve gained insights into what tools training leaders use along with much more. Discover more insights in our bite-sized infographic.

While organizations around the world are spending billions of dollars on training, most of that investment is being wasted. Here’s what you can do to make sure your sales training initiatives add up to long-term results. Have you ever observed a sales representative during a call and thought, "How can this be the same person who did so well during training? Why aren’t they doing what they were taught?" They’ve been through the training and learned the skills—intellectually they know what they should do—but now that they’re back on the job, they’ve fallen into old habits and behaviors. The fact is, this situation is more often the rule than the exception. Data collected by the consulting firm ES Research has shown that 85 to 90 percent of sales training fails to translate into a lasting improvement in productivity. So what’s keeping the training from moving sales professionals from knowing to doing? Here are 4 of the most common reasons most sales training fails.

Perhaps the single greatest challenge facing instructional designers is providing training materials that are accessible to all AND providing training that is maximally effective in achieving performance gains. We need to do both!  Don't resist good instructional design on account of needing to be 508 complaint. In this eBook, Ethan Edwards, Chief Instructional Strategist, shares some clarity and useful strategies to combat the difficulties in creating effective and accessible courseware. 

Uncover the sales negotiation fundamentals that are most often overlooked and misunderstood by salespeople, including both positional (win-lose) and principled (win-win) negotiation styles. You’ll also learn how to defend against the six most advanced procurement tactics that you may not even realize you are coming up against, such as: Best-of-the-Best Pricing Reverse Auctions and eBids Limited Authority Discomfort Nibbling Reopening

Microlearning is now the go to method for organizations to rapidly upskill and reskill their workforce to drive business forward. Traditional and one size fits all approaches to training have proven to be ineffective time and time again. These programs usually result in low learner engagement and only check for completion - not proficiency. This is a major barrier to L&D initiatives. It prevents them from truly receiving results that impact business objectives.  Download this white paper to get the latest insights on how L&D practitioners are taking advantage of microlearning to train people to acquire the important skills that beneficially affect business performance.