How do employees pay for and get access to external training? Do you use a vendor to support the process? What are the highlights of your practice in this area?
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How and when does your organization assess participants in an executive development program? Do you share individual assessment results with leadership? BACKGROUND: Our CEO wants HR to provide a talent assessment of each participant who recently completed an executive development program. While participants took pre and post-360s for development purposes, the survey was communicated as confidential, and we can only share aggregated results. Additionally, he is not interested in waiting 3 to 6 months for survey results from managers of participants. While he essentially seeking HR's assessment made from side-line observations, we are reluctant to do so as a valid form of talent evaluation. Any suggestions?
Yes, they will be passed over.46%
No, remote work has become normalized.50%
Remote = doesn't care to lead4%
Your workplace should pay and allow company time to train.44%
Your workplace should pay but you train on your own time.50%
Employee should pay and train on their own time.4%
Other (please share below)1%