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Millennials are the fastest growing generation today. It is also one of the largest groups of consumers and employees, so it’s of no wonder that many companies focus on millennials, in order to advance their development agenda.
“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.” – Lawrence Bossidy
Employees in OECD countries, such as Mexico and South-Korea, work an annual average of 2,237 hours and 2,079 hours respectively. Eventually, this translates into a decrease in actual hours slept.
The PERFORMANCE Management team was present at the HR Directors Business Summit in Birmingham, United Kingdom, between 2 – 4 February, 2016. Consequently, the insights gathered from experts present at the event had been gathered and exposed here, in a series of interviews and articles.
How to develop a training strategy?
In order to develop an organizational training strategy, we should take into consideration the following things: first off, the success of a training session in a company is not evaluated according to the number of actual participants and the number of training sessions offered; secondly, we should always take into consideration the fact that the training strategy itself is a vision, it gives focus and direction – it is an action-planning document.
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