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Bonus Focus - October 2016 Issue

Nine Ways to Implement Continuous Learning

By Steven Just, Ed.D.

We have all been there. We have a test coming up that we haven’t really prepared for, so we cram over a period of a day or two. Maybe we even do well on the test, but of course we rapidly forget what we have learned. Now, we may think we left this sort of behavior behind in college, but the irony is that this is still the way most life science training is conducted. We provide our learners with a huge amount of information over a relatively short period of time, administer a mastery exam and then check the training box. We also know that this is problematic: What is forgotten cannot be transferred and pulled-through for use on the job. So what can you do?


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Using Psychometrics and Type Psychology for Efficient Recruitment

By Minhaaj Rehman

Each year, recruitment-related costs make up a huge chunk of a company’s expenses. Not only can finding the right employee be taxing, but retaining and integrating them is just another worry. OD experts and change consultants are hired to make sure right people feel the right way in an organization. Yet interpersonal conflicts, bullying, discrimination, low motivation and communication problems claim many of the exits. If there was only a sure-fire way to make sure a company hires the right employee for the right job, it would certainly help save huge costs associated with personnel management. A rather new phenomenon is psychometric testing in recruitment.


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