How to Create a Professional Development Program on Zero Budget

Professional development is tough when your team has the drive to improve their skills but the organization doesn’t have the funding to back the desire for growth. As a leader, you want your employees to advance professionally, but there are other areas of the company you still need to allocate money to. It’s doubly harsh to compete in a talent market where training and development spend has risen by 15% in the last year. Just because everyone else spends more on development doesn’t mean you have to. If you’re looking help your employees on their path of professional development while saving the corporate wallet, we recommend the following tips.

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Tips, Leaders

Going from a “Good” to a “Best” Place to Work

Lists of the best places to work for are a dime-a-dozen, and usually, you’ll see the same places mentioned time and time again: Google. Big-budget finance companies, industry giants. Usually, these are the companies that can afford to shell out big when it comes to benefits, like free laundry services and college tuition reimbursement.

What makes “good places to work” seem to be the monetary value of their perks. Is there anything smaller companies can do to their talent management to be attractive to candidates?

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Tips, Company Culture, HR

Maslow’s Hierarchy of (Work): Discover Professional Development

Maslow’s Hierarchy of Needs establishes a hierarchy of basic human needs. Formatted like the food pyramid, the table distinguishes fundamental means of survival from the more sophisticated incorporeal necessities. The same concept is applicable to the workplace. What does your team need to survive in the office and what do they want? These are two very distinct assertations for your workforce.

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Tips, Onboarding, Goals, Workplace

Why the Pay-for-Performance Compensation Strategy Fails

When a market leader implements a model, others follow. After seeing how pay-for-performance has worked out at Apple, for example, other companies may want to follow suit. Pay-for-performance in particular is a tempting model because it promises maximum pay for minimum investment. You’d pay for good work, and not pay for bad work.

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Tips, Strategy, Employment, Workplace, Compensation, HR

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