Most of the work in the US today is mental labor as opposed to manual labor. As individuals get more skilled in their work and become experts, their value to your organization grows. Once an employee reaches relative expertise, their absence (or loss) becomes a significant detriment. But capturing their knowledge allows businesses to reduce the impact of absence substantially. However, effective knowledge capture is difficult because experts tend to have a high omission rate when attempting to detail and record their decision-making.

The UX design domain is demanding and constantly changing because of the evolving technology trends and creative needs.

To cater to the dynamics of UX design, hiring the right UX talent is paramount. If you’re a designer looking for a career switch to UX design, it’s essential to understand what makes you a good fit to pursue a UX career.

As a recruiter, hiring a UX designer can be quite challenging with shrinking budgets but growing skill demands.

A recent search on LinkedIn for technical writing job opportunities returned over 50k results in the United States. The deliverable types included internal-facing work processes, quality assurance workbooks, developer training resources, and external-facing consumer support content, proposals, and marketing. The delivery platforms had print, digital, and a blended format. The industries were just as diverse—aerospace and defense technology, oil and gas, computer software development, consumer electronics, and pharmaceuticals. All this was just within the first page of the results.

Where should you direct your efforts if you’re trying to improve your business? Should you focus on hard skills or soft skills? It is best to have a healthy balance between the two. Still, in recent years businesses have begun to realize the true value soft skill improvement can deliver to their organizational success. In this article, we’ll be highlighting the difference between soft skills and hard skills, examining successful cases of soft skill development in eLearning formats, and finally providing recommendations for creating successful soft skills eLearning training.

Instructional designers all have the same essential mandate to design educational interventions that result in closing performance gaps. For decades now, technology has been used to redefine the way we train. The recent pandemic has accelerated the application of technology to transform traditional classroom training into remotely delivered, blended experiences.

Companies need to continually train and upskill their workforce for better performance and results.

Many of them use a gamut of upgraded tools and a mash-up of training styles to make their employee training sessions productive and engaging. People learn best when they can view and relate to the shared material or the trainer. This promotes student-focused and process-oriented learning.

In today’s environment, companies need to rely more and more on education and training programs delivered through a digital platform. The switch from face-to-face to virtual meetings, while not without associated difficulties, has proven to be an effective and, in some cases, a more inclusive way to provide information. From this experience, there is a growing understanding of the benefits of self-paced, non-instructor lead computer-based training (CBT).

Small is the new big, and corporate learning is no exception. Learning is no longer limited to classroom environments or heavily structured learning. People, especially professionals, prefer learning on-the-go or in spurts to support their multitasking endeavors and convenience.

This ease can be achieved with modularized learning that is to-the-point and interactive. One technique, Microlearning, breaks large chunks of information into bite-sized nuggets to make content more comprehensible and to promote better employee focus.

Small is the new big, and corporate learning is no exception. Learning is no longer limited to classroom environments or heavily structured learning. People, especially professionals, prefer learning on-the-go or in spurts to support their multitasking endeavors and convenience.

This ease can be achieved with modularized learning that is to-the-point and interactive. One technique, Microlearning, breaks large chunks of information into bite-sized nuggets to make content more comprehensible and to promote better employee focus.