Articles

In the workplace, we all deal with the topic of feedback, such as receiving tips or comments from colleagues, annual evaluations, progress talks, and team meetings where feedback is discussed.

Learning in the workplace is a significant challenge for many businesses. Not only do companies struggle with upskilling and reskilling employees, but employees themselves often feel overwhelmed by the multitude of learning solutions available. With the rise of new technologies and learning strategies, gamification has become a popular method to engage and motivate learners. By incorporating game-like elements such as challenges, rewards, and interactive content, gamification makes learning more dynamic and appealing. When combined with data, gamification can be elevated even further, yet many organizations still struggle to implement it effectively in their learning solutions. This article outlines practical ways to integrate gamification in learning and how it can impact cognitive, motivational, and behavioral outcomes.

How can a company fully utilize its employees’ potential? Not only by identifying and providing training in the required skills, but also by immediately making the transition to practice. We guide you through six steps towards a (more) strategic training and talent plan.

Social learning, according to Bandura, is based on the principle that we learn best when we collaborate and learn from each other. We learn by observing the way others work, when we ask for their advice and actively copy what they do. Deloitte says that today, social learning is interwoven into a deliberate strategy within organisations, supported by online platforms, to help professionals learn from and with each other.

If the Great Resignation taught us one thing, it’s this: People are no longer prepared to do jobs they hate. Since the pandemic, there has been an increase in employee turnover rates in many organisations as people look for roles that are more fulfilling and aligned with their career aspirations and personal needs.

We all experience it: finding time for personal development in a busy workday can be tough. By seamlessly integrating learning into daily routines, employees can build new skills without disrupting their workflow. With micro-learning and peer-to-peer sessions, personal growth becomes a natural, accessible part of the day. Combined with the LPI’s data, we’ve been able to reflect on this challenge. Let’s jump right in!

Imagine navigating the complexities of modern business with a team that's always ready to adapt, learn and excel, no matter what challenges come your way. That's the promise of workforce agility, and it's more critical now than ever.

A tight labour market, a rapidly growing organisation and a specialised business: these are, in a nutshell, the HR challenges faced by Group-f, a service provider in facilities management. According to L&D Manager Stefanie Van Steenlandt, the secret to overcoming these challenges is life-long learning. That is why she is transforming Group-f into a learning organisation. And as a JC200 training partner, Cefora-Cevora has an important role to play in this.