Post by account_disabled on Feb 28, 2024 3:24:38 GMT -8
Credential banking Counterintuitive as it might seem smart corporate training programs are actually improving retention by awarding transferrable credits that ladder up to certifications and even degrees. That employee may not use those credits now but she understands the future value outside the workplace which encourages her to bank credits as she continues to take advantage of training programs. This concept isnt new. For decades companies have partnered with institutions to assign academic credit to the training and experience employees The gain on the job. The American Council on Education ACEs College Credit Recommendation Service CREDIT program has partnered with colleges and universities for over years to provide course credit for training taken outside traditional degree programs.
Today organizations like Walt Disney Jiffy Lube and AmeriCorps are making it easier for working professionals to request academic credit for workplace training and to share evidence of Japan Mobile Number List heir achievements online. Chipotles partnership with Bellevue University allows aspiring kitchen managers to bank up to credits toward their degree from their corporate management training. Growing the funnel The transition to shareable transparent records of achievement doesnt just make employees look good it turns them into guerrilla marketers as they share their credentials with the outside world. With of millennials saying the opportunity for personal development is the strongest influence at their current job its clear that this generation is actively seeking opportunities to learn.
For employers digital badges are playing the role of passive recruitment increasingly visible to the outside world they offer jobseekers a window into corporate training programs on social media before they even check a companys website. Employees play the role of brand ambassador as they promote their achievements on social media. And the more that companies take advantage of digital networks the more their talent pipeline will expand. Plenty of ink has been spilled on the value of training and development programs for a fastpaced increasingly digital world. But employers who worry about education leading to attrition should take heed there is a new generation in town and new strategies for providing promoting and recognizing learning and development will help you meet your goals as well as theirs.
Today organizations like Walt Disney Jiffy Lube and AmeriCorps are making it easier for working professionals to request academic credit for workplace training and to share evidence of Japan Mobile Number List heir achievements online. Chipotles partnership with Bellevue University allows aspiring kitchen managers to bank up to credits toward their degree from their corporate management training. Growing the funnel The transition to shareable transparent records of achievement doesnt just make employees look good it turns them into guerrilla marketers as they share their credentials with the outside world. With of millennials saying the opportunity for personal development is the strongest influence at their current job its clear that this generation is actively seeking opportunities to learn.
For employers digital badges are playing the role of passive recruitment increasingly visible to the outside world they offer jobseekers a window into corporate training programs on social media before they even check a companys website. Employees play the role of brand ambassador as they promote their achievements on social media. And the more that companies take advantage of digital networks the more their talent pipeline will expand. Plenty of ink has been spilled on the value of training and development programs for a fastpaced increasingly digital world. But employers who worry about education leading to attrition should take heed there is a new generation in town and new strategies for providing promoting and recognizing learning and development will help you meet your goals as well as theirs.