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Session Focus: How are Organizational Development and Learning & Development Structures Evolving?
As Teresa Oliszewicz is building a new team that consists of people accountable for learning & development, leadership development, employee engagement (including surveys), performance management, change management, new employee/leader orientation, etc., she is interested to know how other organizations are structuring their teams that work on those things.
Sometimes we this type of group is labeled as either Organizational Development or Organizational Effectiveness.
What are you calling your group?
While most companies have fundamental talent development and management processes in place, few have managed to consistently execute and integrate such capabilities across the organization. Few organizations report consistent execution of talent management practices across all regions in which they operate. In addition, organizations have done little to integrate talent practices with other talent initiatives.
Let’s continue this Idea Exchange discussion live with an experienced panel as we discuss how we approach transforming the talent in their organizations from Selection through Succession. We likely will dive into:
How are Organizational Development and Learning & Development structures evolving?
How assessments enable a high-impact talent strategy from selection through onboarding, development, and succession.
What are effective approaches organizations take to integrate talent practices and processes with other business and HR processes?
What challenges and gaps can occur when talent and HR processes are not aligned/integrated?
How do non-traditional learning and development methods, including coaching, advance the development of employees?
ELE’s Learning Circle will be ideating Retooling Talent Development for the New Normal.
- How Do We in L&D Add Unexpected Value?
- Why does it matter?