How to Build a Successful Corporate Learning Culture - Spark Hire

How to Build a Successful Corporate Learning Culture - Spark HireGiving your employees the opportunity to learn at work has several benefits. Not only does it sharpen their skills for their current role, but it also gives them the opportunity to develop professionally for the future. A company that cares about its employees by giving them multiple opportunities to expand their skill sets is one that theyll want to work for long-term.If you dont yet have an established corporate learning culture, heres how to create one.For the Onboarding ProcessWhile there are multiple opportunities to incorporate learning within your company, the first place to start is with new hires. Not only will proper training ensure that theyre equipped to handle their new roles, but it could mean more success for your company as a whole companies that spend the most per employee on training have 24% higher profit margins and 218% higher income per employee than those who spend the least on training.When it co mes to new hire training, variety makes for better retainment. Start with a learning management system that allows new employees to access cloud-based training materials online at their leisure. Include quizzes to test their knowledge. Additionally, pair each hire with an established employee who can demonstrate how to perform certain tasks, then observe as the new employee tries them out.Give new hires plenty of resources to succeed, and be there to answer questions that they may have. Consider the first 90 days an adjustment period and check in frequently to ensure that each new hire feels adequately prepared for their role.To Promote Internal MobilityNew hires arent the only ones who need to learn. Creating an ongoing corporate learning program not only keeps existing employees engaged and challenged by giving them the opportunity to learn new skills, but it also provides them with the chance to fleck themselves for internal promotions and different roles.Its easy for daily tasks to feel rote after a while, and thats where complacency sinks in for many employees. If theyre not being challenged at work, they may look for new jobs elsewhere. A better strategy is to keep them engaged by providing a robust learning environment that allows staff to pick and choose what they want to learn. Maybe a social media manager wants to learn about content management systems so they can start blogging for the company. Or an accountant is curious about a new software tool the department is considering. If you provide learning opportunities for these employees, theyll feel your company is invested in their success, and theyll work harder.For employees who outgrow their roles, they need to understand that internal mobility is encouraged at your company. Certainly, you have self-serving reasons for wanting to keep employees working for you for years, but it also benefits the employee who can take it upon themselves to learn new skills to add to their resume or apply towards a promotion or different role.Online courses come in handy in this case, too. Create learning modules that employees can choose from and take at their convenience. Align the modules you create with specific roles so that if an employee wants to apply for a position, they are already armed with the knowledge needed to qualify through the training you provide.So how much should you spend on training an employee? It may depend on your resources and budget, but companies that spend $1,500 per employee have been shown to see 24% more profit. Its less important how much you spend than how strategic your efforts are to retain and engage employees. Even a 10% increase in educational development can produce an 8.6% gain in productivity.To Attract Quality CandidatesEverything comes full circle. While you now incorporate strategic learning and training tools in the onboarding process and provide established employees the ability to grow through learning, you can also attract better candidates wh en youre hiring by promoting the fact that you encourage professional development and internal mobility.Just like great health insurance coverage and work-from-home Fridays appeal to a job candidate, so too is having the ability to get additional skills training without paying to do so or having to attend courses outside of work. You can leverage this benefit to attract the best talent.Wrap-UpEmployees want to learn, whether theyre joining your company or have worked for you for years. Companies that understand this fact and value a corporate learning culture see increased productivity, higher employee morale, and less turnover. Talk to your employees about what they want in terms of learning opportunities, and provide it. After all, arent your best assets worth the investment?About the AuthorChristine Soeun Choi is a digital marketing associate at Fit Small Business. Currently based in NYC, she has a background in business studies and math with a passion for business development. O utside of work, Christine enjoys taking photos, exploring artwork, and traveling.

How Teens Should Answer Interview Queries About Teams

How Teens Should Answer Interview Queries About TeamsHow Teens Should Answer Interview Queries About TeamsTeen job interview questions about ones ability to workon a gruppe are common. They can also be challenging.Most employers simply want to know if youre a good team player,in advance of making you a job offer. Always review the job description carefully in order to understand what each particular employer means when they use the ja teamwork. In most instances, a prospective employer is looking for people who can pitch in and take on many different roles. However, for an entry-level position(which is most likely to be the case if yure a teen with little or no experience) it may simply mean that an employer wants someone who can get along with others in a professional environment. When answering the question, be sure toprovide a specific example that demonstrates your teamwork ability. Answer the Questions Convincing It isparticularly important for new grads to be able to talk a bout their teamwork skills in a very convincingmanner. Thats because early in your career you probably dont have a strong professional track record to draw upon.Therefore, the hiring manager will be hiring you based on your potential abilities and youll be judged by your academic, extracurricular, and internship experiences.In the interview, they are just trying to get a sense of what you would be like in a team situation. Teamwork Questions Questions about teamwork can be general, such as, Tell me about a team project that you have worked on. Or, Tell me about a team experience that you found rewarding, and why. You may also be asked to discuss a challenging (though typical) team dynamic, such as a time when you worked with a difficult team member. All of these teamwork questions offer you an opportunity to explainhow well you collaborate with others. You can ace these questions and move closer to a job offer if you spend a little timepreparing. Appropriate Answers About Tea mwork Adapt any of the three answers below to show a potential employer that you are a team player. I have had many experiences working with a team as a member of my high school athletic program. As a member of my sports team, I understand what it means to be a part of something bigger than myself. Team sports has taught me how to work with a group to accomplish a shared goal.As captain of my debate team, I acquired many different team-building skills. I have learned how critical it is to make every member of the team feel important, included, and motivated to be the best that they can be.Over the summer I interned at Just Practicing Law Firm in downtown Detroit and six of us teamed up to research a particularlydifficult case. We decided to split up the research and meet twice a week and then pool our research results. I discovered that I could never have completed the work on my own, but working together we got the job done. I enjoyed the experience of a shared experience in which each of us used our best skills and talents to produce one cohesive result.?